Annual L&D Planning Principles
Conducting a Learning Needs Analysis is essential when preparing an Annual Learning Plan An ideal Learning Needs Analysis should follow the below steps:
1. Summarizing the Learning effectiveness of Essential, Functional, Leadership programs facilitated in the past year.
2. Conducting Executive Interviews with GM, RM, Key Stakeholders: a) To understand the mission and goals of the company/ property/ entity b) To understand the expectations from management team
3. Identifying the current knowledge & skill level of the colleagues
4. Facilitating Learning Needs Analysis, based on: a) Demographic Data b) Impact & effectiveness of the learning activities facilitated in the past year c) Importance of Learning Topics (Essential, Functional, Leadership framework)
5. Reviewing the business metrics and identifying and analyzing gaps
6. Identifying and prioritizing learning topics
It is recommended that the learning needs are reviewed on a quarterly basis, subject to property’s needs; whether it is applicable to the current business priorities. It can be reviewed & validated by focus groups like departmental trainers, or other key stakeholders.
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