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Training needs analysis
Published on October 31, 2017 17 min
Other Talks in the Series: The Art and Practice of First Level Management
Welcome to this learning on Training Needs Analysis. My name is Louise Brownhill, and I'm the Chief Learning Officer at PwC. Over the course of this training, I'm looking forward to sharing with you some of my insights and experience. I feel this is an important area as everyone needs to continually keep learning if the pace of this world is not to leave them behind. And besides, this learning is fun and rewarding. I hope you enjoy the course.
This learning is divided into five sections of roughly five minute chunks, followed by some self-reflective questions for you to apply your learning. You can take all the sections in one go, but I recommend that for you to get the most from this training, you allow time between each section to reflect and apply the learning. We are going to look at how you can perform a training needs analysis for the colleagues who report to you. However, you could just as easily apply these steps to your own learning and development journey.
Mindset is the attitude you have towards training. In the section on mindset, we explore, firstly, how you think about the purpose and impact of training and development in respect of your colleagues. And secondly, your role in the training needs analysis process.
In ''Life is Change'' we reflect on how the speed of change in society is having a profound impact on the learning and development environment. We look at how the changing nature of work and society is shaping how we view the need for training and development.
In the section on ''Where are they now?'' we look at how a clearer view of the current skills and knowledge of your colleagues is, an essential starting point. We look at how you can get an honest and rounded view of current performance as the basis for building on their strengths, and addressing any limiting weaknesses.