1. Learning is a necessary process for achieving business objectives and essential to improve organizational
performance. It bridges the gap between organizations, current capability and that needed to deliver
the business results from an individual point of view. It enables people to add to their stock of personal
competencies and develop their full potential.
Major business investments are targeted, prioritized, planned, monitored and managed to ensure the
best possible return on the investment. Learning should be no different. In most organizations, the
amount spent on training is a significant business investment. Organizations are beginning to realise that
effectively managing the training budget does not mean the money is well spent.
A learning need is where a gap is identified between the current level of performance and a required
level of performance. This required level could be of two types – where performance has fallen below or
not yet reached a satisfactory standard or a where a new standard of performance is required.
A systematic approach to learning needs analysis will enable organizations to –
 Identify what skills and abilities employees already have
 Identify what skills and abilities are required but are not available
 Identify what current training and development opportunities are available
 Identify gaps in the current training and development options
 Identify what new learning and development is required to address the gaps
 Raise the profile of the learning and development team
 Increase retention quality of motivated people
 Increase the sense of ownership and involvement of employees in their own learning and
development