This document outlines different approaches to corporate strategic learning, from tactical learning focused on current job roles to strategic learning focused on integrating all factors affecting performance. It then describes how to conduct a training needs analysis at the corporate, department, and employee levels to align learning interventions with business needs. The goal is to analyze strengths and development areas to improve productivity, address critical issues, and achieve goals through solutions like action learning, coaching, and succession planning.

1. CORPORATE
STRATEGIC
LEARNING
APPROACHES

2. THE LEARNING
ORGANIZATION CONTINUUM
Focus on filling gaps
in employee’s current job
roles or on specific projects
Tactical
Learning
Focus on developing
employees’ skills and
capabilities against a best-
in-class model through formal
and informal training.
Integrated
Learning
Focus on integrating all
components that affect human
performance and organization
effectiveness.
Strategic
Learning
Source: Adapted from Deloitte Research: From e-Learning to Enterprise Learning
Training Management
Development
Corporate
University

3. ANNUAL TNA
Key Responsibilities:
 Assessing the Site's learning needs on an annual
basis and providing appropriate learning solutions that
meets the site's business goals and objectives through
the delivery of learning programs that is in accordance
to the site's total training plan and within the site's
training budget.

4. THE LEARNING
ORGANIZATION CONTINUUM
Focus on filling gaps
in employee’s current job
roles or on specific projects
Tactical
Learning
Focus on developing
employees’ skills and
capabilities against a best-
in-class model through formal
and informal training.
Integrated
Learning
Focus on integrating all
components that affect human
performance and organization
effectiveness.
Strategic
Learning
Source: Adapted from Deloitte Research: From e-Learning to Enterprise Learning
Training Management
Development
Corporate
University

5. TRAINING NEEDS ANALYSIS
Corporate
Department
Employees
•Business Strategies
•Sustainable Growth
•Leadership Pipeline
•Business Challenges
•Engagement Culture
•Strategy Management
•Department Strategies
•Department Challenges
•Current and Future Competencies
•Competencies
•Strategic Development

6. STRATEGIC LEARNING AND OD OVERVIEW
Level Business Needs Training & OD Solutions Out comes
Corporate
Strategic
Needs
Business Challenges
Competitive Edge
Engagement Culture
Leadership Pipeline
Strategic
Management
Action Learning
Development Model
Action Learning & Coaching
Leadership Development
Succession Planning
Strategic Planning
Business Goals
World Class Expertise
Motivated workplace
Employee Retention &
Leadership continuity
Alignment and
Productivity
Department
Tactical
Needs
Department Goals
Critical Knowledge
Team Member
Retention
High Performance
Team
Action Learning
TWI
Leadership Hiring and
Coaching
Performance Management.
Coaching and Facilitation
Department Goals
Quality Consistency
Productivity
Employees
Competency
Competencies
Strategic
Training
Convention
Capable Employees
Achieving Organization

7. CORPORATE LEVEL(ORG EFFECTIVENESS)
Level Items Findings Solutions
Report Corporate Strategies
Engagement Culture
CEO and Teams Business Challenges
Business Sustainable
Growth
SOAR
Develop Key
Strengths and
Development

8. DEPARTMENT LEVEL (ORG EFFECTIVENESS)
Item Items Findings Solutions
Department Level Department
Strategies
Department
Challenges
Develop Key Strengths
Future Competencies
Technical. Team,
Leadership

9. EMPLOYEE LEVEL (PERSONAL EFFECTIVENESS)
Item Items Findings Solutions
Competencies Current job
requirement
Future desirable Job
requirement
Strategic
Development
Current personal
performance goals
related to department
needs

10. TNA KEY POINTS
▪ Alignment to corporate strategies
▪ Analyze organization sustainable
growth
▪ Emphasis on both Strength and
Development areas

11. BUSINESS FOCUSED TNA
Training needs analysis traditionally focus on employee
needs. It has indirect impact to business needs
An improvised model of TNA is to divide the training needs
from corporate strategic needs, departmental tactical
needs and employee competency needs.
The new model of TNA will bring high impact to
organization by investing training and OD interventions
wisely to critical organization growth and sustainability
areas. It focuses the strength and development aspect of
the organization
This new Business Focused Training Needs Analysis is
derived from the Business Sustainable and Growth Model
derived form Prof Nitri Nordin from Havard Business School

12. LEARNING FOR CORPORATE LEVEL
Target Growth:
Critical Business Challenges
Annual Corporate Strategies
Business Sustainability
Leadership Talent Continuity
Strategy Management
Tools:
Action Learning
Business Sustainable Growth Analysis
Corporate Strategies Mapping
McKInsey 7s
Performance Consulting
Apprecitative Inquory
Succession Planning
Talent Management
Bench Strength Measurement
Structure Tree and Balanced score card
Outcomes:
Improvement of Productivity
Resolve of critical business Issues
Achieving corporate annual strategic goals
Strengthen Leadership pipelines

13. LEARNING FOR DEPARTMENT LEVEL
Target Growth:
Critical Department Challenges
Department Goals and Tactics
Leadership Talent Continuity
Tools:
Action Learning
Tactical Mapping
McKInsey 7s
Performance Consulting
Apprecitative Inquory
Talent Management
Performance Management
Coaching
Outcomes:
Improvement of Departmental Productivity
Resolve of critical Department Issues
Achieving annual strategic goals
Leadership pipelines
Coaching culture to achieve department goals

14. LEARNING FOR EMPLOYEE LEVEL
Target Growth:
Employee Competency Development
Expertise Pipeline Development
Critical Technical Skills Transfer
Innovation and Continuous Improvement
Tools:
Competency Mapping
Expertise Pipeline Management
Training Within Industrial
Innovative and Continuous Improvement Tools
Outcomes:
Employee Development
World Class Talent Expertise
Smooth transfer and proliferation of technical skills
Innovative workforce