Strategic Learning and Development with Needs Analysis

Upcoming Schedules

Date	Venue	Duration	Fee (USD)
06 Jan - 15 Jan 2025	Live Online	10 Day	5250
03 Mar - 12 Mar 2025	Live Online	10 Day	5250
12 May - 21 May 2025	Live Online	10 Day	5250
02 Jun - 11 Jun 2025	Live Online	10 Day	5250
28 Jul - 06 Aug 2025	Live Online	10 Day	5250
22 Sep - 01 Oct 2025	Live Online	10 Day	5250
06 Oct - 15 Oct 2025	Live Online	10 Day	5250
22 Dec - 31 Dec 2025	Live Online	10 Day	5250

Course Overview

In the ever-evolving corporate landscape, where agility, innovation, and talent management determine organizational success, strategic learning and development (L&D) have become indispensable. Pideya Learning Academy presents the comprehensive course “Strategic Learning and Development with Needs Analysis,” which merges two high-impact learning tracks—Learning and Development Strategies for Organizational Efficiency and Training Needs Analysis and Evaluation Techniques. This combined program provides an integrated approach to designing, implementing, and evaluating learning strategies that align directly with business goals and workforce performance.
The global L&D market is projected to reach USD 402 billion by 2032 (Source: Market Research Future), and organizations with strong learning cultures report 24% higher profit margins and 218% higher income per employee (Source: Bersin by Deloitte). These figures clearly reflect the strategic importance of L&D and underscore the need for accurate needs analysis, targeted interventions, and continuous impact evaluation.
This course empowers professionals to translate business priorities into learning frameworks, identify training gaps using robust needs analysis tools, and measure return on learning investments. Participants will explore the ADDIE framework, learn to classify training needs, design customized learning strategies, and evaluate training effectiveness using globally recognized models including Kirkpatrick, Kaufman, CIRO, and Phillips ROI.
Through this program, attendees will learn to foster a culture of learning, engagement, and leadership development, while using digital tools and analytics to drive performance outcomes. The curriculum is also enriched with comprehensive modules on talent development, soft skills training, digital learning, and future trends in workforce learning.
Key highlights embedded throughout the course include:
Understanding how to align L&D strategy with business objectives and performance indicators
Mastering tools for Training Needs Analysis, stakeholder engagement, and data-driven decision-making
Designing structured learning programs using the ADDIE model and best-in-class instructional design principles
Evaluating training effectiveness using global models like Kirkpatrick, CIRO, and Phillips ROI
Integrating LMS, digital learning platforms, and microlearning strategies into modern L&D
Building a strong learning culture and future-ready workforce through leadership development and succession planning
By combining the theoretical underpinnings of TNA with forward-thinking L&D practices, this course creates a powerful learning journey that supports strategic talent management, organizational resilience, and continuous improvement.

Key Takeaways:

Understanding how to align L&D strategy with business objectives and performance indicators
Mastering tools for Training Needs Analysis, stakeholder engagement, and data-driven decision-making
Designing structured learning programs using the ADDIE model and best-in-class instructional design principles
Evaluating training effectiveness using global models like Kirkpatrick, CIRO, and Phillips ROI
Integrating LMS, digital learning platforms, and microlearning strategies into modern L&D
Building a strong learning culture and future-ready workforce through leadership development and succession planning

Understanding how to align L&D strategy with business objectives and performance indicators
Mastering tools for Training Needs Analysis, stakeholder engagement, and data-driven decision-making
Designing structured learning programs using the ADDIE model and best-in-class instructional design principles
Evaluating training effectiveness using global models like Kirkpatrick, CIRO, and Phillips ROI
Integrating LMS, digital learning platforms, and microlearning strategies into modern L&D
Building a strong learning culture and future-ready workforce through leadership development and succession planning

Course Objectives

Upon completing this course, participants will be able to:
Align learning strategies with long-term organizational objectives
Conduct effective Training Needs Analysis using modern tools and models
Design training programs that cater to competency gaps and business priorities
Apply instructional design principles to build structured, results-oriented learning solutions
Use training evaluation models to measure ROI and optimize learning interventions
Leverage digital learning platforms and analytics for scalable L&D delivery
Foster a sustainable learning culture that encourages employee engagement and performance

Personal Benefits

Individuals attending this course will gain:
Proficiency in TNA models and techniques for strategic learning design
Insight into data-driven L&D planning and impact measurement
Expertise in developing instructional materials aligned with learner profiles
Knowledge of industry-standard training evaluation methodologies
Skills to drive digital transformation in L&D through LMS, e-learning, and analytics
Confidence to lead strategic talent development conversations and initiatives
Career advancement opportunities through enhanced strategic and analytical capabilities

Organisational Benefits

Who Should Attend

This course is ideal for professionals involved in learning and performance enhancement across industries, including:
L&D Managers, Trainers, and Instructional Designers
Human Resources and Talent Development Executives
Training Coordinators and Organizational Development Consultants
Senior Managers involved in workforce transformation or planning
E-learning Specialists and LMS Administrators
Corporate Coaches, Learning Facilitators, and Internal Training Consultants
Professionals aspiring to lead strategic L&D initiatives

Course Outline

Module 1: Strategic Alignment of Learning and Development

Understanding the strategic role of L&D in business growth Aligning training programs with organizational objectives Assessing capability gaps and organizational performance needs Setting measurable learning outcomes and success indicators Integrating L&D into corporate strategy Communicating the value of L&D to internal and external stakeholders

Module 2: The ADDIE Framework for Learning Design

Introduction to the ADDIE model: Analysis, Design, Development, Implementation, Evaluation Embedding TNA in the ADDIE process Customizing learning interventions based on performance data Linking feedback loops to each stage of ADDIE Using ADDIE to build sustainable and scalable L&D systems

Module 3: Learning Needs Analysis and Performance Gaps

Principles of Training Needs Analysis (TNA) Understanding your learners: classification and personas Identifying high-impact skills and knowledge gaps Using qualitative and quantitative data collection tools Aligning stakeholder needs with organizational priorities

Module 4: Multi-Level TNA and Organizational Diagnosis

Overview of the three levels of needs analysis McGhee and Thayer’s model for organizational, operational, and individual needs Determining strategic intent and micro-focus areas Creating and applying a Training Needs Identification (TNI) checklist Case discussions on aligning TNA with corporate KPIs

Module 5: Types of Training Needs and Prioritization

Categories of training needs: normative, felt, expressed Classes of training requirements: technical, behavioral, functional Matching traditional vs. modern training tools to different needs Competency gap validation through scenario-based assessments Best practices in prioritizing training initiatives

Module 6: Designing Engaging and Impactful Learning Programs

Principles of instructional design and adult learning Setting learning goals, outcomes, and performance indicators Selecting effective delivery methods and platforms Creating engaging content using multimedia and storytelling Building a system for continuous program improvement

Module 7: Writing the Training Approach Document

Purpose and value of a TA document in L&D strategy Key components and structure of a TA document Customizing content based on learner and business context Using visual design and content mapping for clarity Drafting assignments and collecting feedback

Module 8: Learning Culture and Employee Engagement

Fostering a culture of lifelong learning Key drivers of employee motivation and engagement in training Encouraging leadership ownership of learning Growth mindset and behavior modeling Recognition and reward systems that promote participation

Module 9: Training Evaluation Fundamentals

Importance of evaluating learning interventions Roles and responsibilities in the evaluation process Gathering pre-training and post-training data Using performance metrics and observational feedback Linking evaluation to training ROI and business outcomes

Module 10: Training Evaluation Models – Part I

Introduction to globally accepted evaluation models Kirkpatrick’s four levels of evaluation The Phillips ROI model for cost-benefit assessment Brinkerhoff’s success case method Practical case studies and model application

Module 11: Training Evaluation Models – Part II

CIRO model: evaluation for senior management impact Kaufman’s five levels of evaluation Anderson model: alignment with organizational goals Choosing the right evaluation model based on project scope Integrating evaluation results into L&D planning

Module 12: Leveraging Digital Learning and LMS

E-learning strategies: microlearning, mobile learning, blended formats Selecting and implementing a Learning Management System (LMS) LMS features: analytics, personalization, integration Troubleshooting LMS adoption and learner resistance Future-forward digital trends in L&D

Module 13: Leadership Development, Coaching, and Succession Planning

Identifying and nurturing leadership potential Designing structured succession planning initiatives Coaching and mentoring frameworks for skill development Evaluating leadership effectiveness and coaching impact Building a pipeline for future-ready leadership

Module 14: Emerging Trends and the Future of Learning

Evolving workforce dynamics and L&D implications Role of AI, machine learning, and analytics in predictive learning Upskilling and reskilling for the digital economy Integrating DEI (Diversity, Equity & Inclusion) into L&D Building resilient and adaptable L&D functions

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