Standard 2 Planning and Learning Needs Analysis

A training plan is a document that provides a clear description of the intended training solution and how that training solution will be implemented. It will provide the detail about how, when, where and with whom each stage of the training solution will be undertaken, and who is responsible for ensuring that it happens.

The training service strategy Standard 1 and the results of learning needs analysis will inform the training plan.

Producing a training plan provides the following benefits:

• Training meets the requirements identified from the learning needs analysis (LNA)
• Training is delivered in accordance with the training service strategy
• Training is delivered within agreed timescales
• Training is provided in the most cost-effective way
• Training risks and issues are managed in an effective and consistent manner
• All members of the training team fully understand their roles and responsibilities
• Appropriate internal and external communications are carried out. For example, ensuring that training plans are shared early with operational managers, to ensure staff can be released for training.

A variety of stakeholders at different levels will be involved in the development of training plans. These will also include any previous lessons learned.

The following may also be considered to be training plans:

• implementation plan
• overall training service plan
• training provision plan
• work packages (sometimes used in project implementation)
• departmental plan (sometimes used for business as usual training)

A TIA can be used before planning training and will help to determine, at a high level, what the costs and resources for a training programme or initiative might be.

A training plan can then be developed from this document.

The training service strategy forms part of the long-term vision of the service and provides a quality assurance process setting out the principles of how training will be planned, delivered and evaluated.

Training plans demonstrate how the strategy is being implemented and a number of training plans can be produced to support the training service strategy.

Training plans generally cover a shorter period of time than a training service strategy. A training plan generally lasts no longer than a year. A training service strategy would cover a period from 18 months up to five years.

What is a LNA?

A LNA is used to identify the training and development needs of learners. It is the starting point for all training and the first step of the training life cycle.

The purpose of an LNA is to outline how the organisation's objectives will be met by the delivery of training by improving and/or changing the skills, knowledge and/or attitudes of those directly involved or affected by change.

How will it help?

It will:

• Identify training requirements
• Form the basis for planning associated training activities
• Provide information to help in the development of the training solution
• Be based on the methods set out in the training service strategy.

Data collection methods

These can include one or more of the following, as appropriate to the specific organisation and target audience:

• Interviews
• Group discussions
• Focus groups
• Questionnaires and surveys, including e-surveys
• Job analysis (the job description could be used as starting point)
• On-the-job-observation, including task analysis.

How often should a LNA be carried out?

This depends on the type of LNA to be carried out. Organisational LNA (this is used to measure the learning needs of a trust/ organisation/department) should ideally be conducted annually.

Project-based LNA should be carried out early in the project lifecycle and may focus more on the job role.

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