We want to make sure we are driving learning outcomes for your business, in a sustainable, repeatable, and scalable way. We call this ‘frictionless learning’. By giving you the tools to do the job effectively, your people will learn better, your business will thrive, and you will save time and money too!
We’ve outlined our approach to delivering ‘frictionless’ learning through our Kallidus Readiness Model. We’ve done the research and learned that it is hardly ever (translated to “never) one person who makes decisions or influences the learning strategy of the organization. These decisions are influenced by leaders in Finance, IT, Operations, even Legal, and are ultimately made by Learning & Development, Talent, and Human Resources. We’ve taken all this into consideration and designed a model that you can use and share with leaders throughout your organization so that you have a framework within which to make the best decisions for your learners and your business as you contemplate the learning management system that works best for you.
The following document provides an outline of the process and tools to support this approach. There’s lots here, but nothing worth having is easy – right?
In fact, we wrote this playbook for people who find their current learning environment — to use the words from our L&D practitioner survey — “a little clunky”. Well, don’t worry! The friction that you feel now is what sparked you to look for something better. The good news is that we’ve done the heavy lifting for you, so now let’s get you moving toward frictionless learning experiences for all!
We know every organization is starting from their own unique place. Depending on your current use case and progress against that use case, you may be able to skip some of these steps, or this playbook entirely.
Identifying your organization’s needs can be a project in and of itself. By this point, you should have engaged with your key stakeholders and collected their insights. If that isn’t the case, you may want to check out our playbook on Stakeholder Engagement. Further, you will want to have a clear idea of what your business objectives are.
Before any of this can happen, you need to know where you stand in terms of skill, knowledge, competency, and overall talent levels so that you know where to invest your energy.
Conducting a learning needs assessment is a crucial step in designing effective learning and development programs. Here are five best practices to consider when conducting a learning needs assessment:
Clearly Define Goals and Objectives: Before you begin the assessment, ensure you have a clear understanding of the organization’s goals and objectives. This will help you align the assessment with the overarching objectives and ensure that the identified learning needs contribute to the organization’s success.
Involve Stakeholders: Engage relevant stakeholders such as managers, employees, subject matter experts, and executives. Their insights will provide a well-rounded perspective on the skills and knowledge gaps that need to be addressed. Involving stakeholders also increases buy-in and support for the assessment outcomes.
Use a Mix of Data Collection Methods: Utilize a variety of data collection methods to gather comprehensive information. Methods could include surveys, interviews, focus groups, performance evaluations, and analyzing existing documentation and performance metrics. This multi-method approach helps capture diverse viewpoints and provides a more accurate picture of learning needs.
Analyze and Prioritize Findings: Once you’ve collected the data, carefully analyze it to identify common themes, trends, and patterns. Prioritize the learning needs based on their relevance to the organization’s goals, the frequency of occurrence, and the potential impact on performance. Not all identified needs will have equal priority, so focus on those that will yield the most significant benefits.
Consider Individual, Team, and Organizational Levels: Learning needs assessments should address needs at different levels – individual, team, and organizational. Individual needs pertain to specific skill gaps employees require for their roles. Team needs might involve collaborative skills or communication improvement. Organizational needs could relate to larger-scale competencies required for the organization’s strategic growth.
Remember, a learning needs assessment is an ongoing process. Regularly review and update the assessment results to ensure that learning programs remain aligned with the evolving needs of the organization and its workforce.
I can hear a collective sigh. Why is it that this is always so over-complicated? It becomes a big unwieldly beast, but it really doesn’t have to be!
In my experience working with organizations from 100 employees to 100,000 employees, there is a mantra that I live by. Simplicity. If you make this a friction-filled experience, you’re setting yourself up for failure.
I’m sharing a few simple tools that I’ve used previously to get you started. Let’s put you on a path to deliver bigger and better outcomes for your people!
Sian Murphy, Kallidus L&D and Customer Success
In this section, we’ll provide your with some frameworks, templates and other resources to organize your needs assessment.
Here are some simple learning needs questions that can be used in a corporate learning environment to understand the training requirements of employees.
These questions can be used in surveys, focus groups, or one-on-one discussions with employees to gather their input and tailor learning and development initiatives to meet their needs effectively.
Using a survey tool is super easy and can get you a bigger audience response. But again, less can be more! Don’t over complicate it. Even one-on-one conversations provide invaluable input to your overall project.
These questions are purposefully open! Try not to change them to allow for one-word answers, we want some free text, open discussion that you need to collate and collect.
Remember to create an open and supportive environment where employees feel comfortable sharing their thoughts and suggestions.
The Kallidus Readiness Assessment was designed to help you progress toward your goals. Now that you have read through this playbook, why not see where you are? Take the readiness assessment now.