NEEDS ASSESSMENT & LEARNING GAP ANALYSIS SERVICES
Learnify offers services related to your business' needs assessment and solutions through a learning gap analysis. We invite you to learn more about each educational option, what it includes and which education topics we offer. The purpose of a learning gap analysis is to identify the difference between the current state of employee knowledge, skills, and performance and the desired or required level needed to meet your business goals. It serves as a diagnostic tool that helps you determine what training is needed, for whom, and why. Learnify's learning gap analysis is based on the following secondary processes:
Organizational Needs Analysis
Organizational Needs Analysis (ONA) is a strategic process used to evaluate your company’s current performance, goals, and challenges in order to identify gaps that training or development initiatives can help address. Unlike individual or task-level assessments, ONA takes a broader view, analyzing your organization’s structure, culture, business objectives, and external environment to determine where learning and change are most needed. It often involves input from leadership, review of performance metrics, and alignment with long-term goals. The importance of ONA lies in its ability to ensure that learning solutions are not only reactive to immediate issues but also proactive in driving organizational growth, adaptability, and competitive advantage. By pinpointing the root causes of performance gaps and aligning training with strategic priorities, you can invest resources more effectively and achieve greater impact.
Individual & Team Skill Assessment
Individual and Team Skill Assessments are structured evaluations used to measure the current competencies, strengths, and development areas of employees and teams within your organization. These assessments can include self-assessments, manager evaluations, peer reviews, performance data, or standardized testing. The goal is to gain a clear understanding of each person’s skill level as well as how effectively teams function together. This information is crucial for identifying training needs, assigning roles, developing personalized learning plans, and improving overall team dynamics. For businesses, skill assessments ensure that talent is being used effectively, help close performance gaps, and support workforce planning by aligning capabilities with your organizational goals. They also enhance accountability and encourage continuous growth by providing clear, actionable feedback.
Job Task Analysis
Job Task Analysis is a detailed process used to break down a specific role into its essential duties, tasks, and required skills, knowledge, and abilities. It involves observing employees, conducting interviews, and reviewing job documentation to understand what is actually required to perform a job effectively. This analysis provides a clear and objective foundation for developing job descriptions, hiring criteria, performance standards, and targeted training programs. Its importance lies in ensuring that employees are aligned with role expectations and that learning initiatives address real-world job demands. For businesses, Job Task Analysis enhances workforce efficiency, supports compliance, improves talent management, and helps design relevant, results-driven training that directly supports operational success.
Training Gap Analysis
Training Gap Analysis is the process of identifying the gap between the current training provided within your organization and the actual learning needs required to achieve optimal performance. It evaluates existing training programs, employee skill levels, and job expectations to determine where knowledge or skill deficiencies exist. This analysis helps pinpoint which teams or individuals are undertrained, which topics are missing or outdated, and whether the current delivery methods are effective. Its importance lies in ensuring that training efforts are relevant, targeted, and aligned with business goals. By conducting a Training Gap Analysis, you can avoid wasted resources on ineffective training, improve employee performance, and drive greater return on investment from their learning and development initiatives.
Performance Data Review
Performance Data Review is the systematic examination of employee and team performance metrics, such as KPIs, productivity reports, quality scores, and evaluation results, to assess how well individuals and departments are meeting your organization's goals. This review provides evidence-based insights into strengths, weaknesses, and trends that impact business outcomes. By analyzing this data, businesses can identify performance gaps, uncover root causes of underachievement, and determine whether training, process changes, or other interventions are needed. It also helps measure the effectiveness of previous training initiatives. The importance of Performance Data Review lies in its ability to guide strategic decisions, improve accountability, and ensure that learning and development efforts are directly tied to measurable business impact.
Stakeholder Interviews
& Focus Groups
Stakeholder Interviews and Focus Groups are qualitative methods used to gather in-depth insights from key individuals or groups who influence, are affected by, or have a vested interest in your organization’s learning and development initiatives. These stakeholders may include executives, managers, employees, customers, or subject matter experts. Through guided conversations and open dialogue, these methods uncover valuable perspectives on current performance challenges, skill gaps, training needs, and organizational culture. Their importance lies in capturing the human side of data, providing context, uncovering hidden issues, and aligning training strategies with real-world expectations. By involving stakeholders early in the assessment process, businesses ensure greater buy-in, more accurate needs analysis, and the design of solutions that are practical, relevant, and well-supported across your organization.
Learning Strategy Recommendations
Learning Strategy Recommendations are tailored, evidence-based suggestions that outline how your organization should approach training and development to meet its specific goals, address identified gaps, and enhance performance. These recommendations are typically the result of thorough needs assessments, stakeholder input, and performance analysis. They provide guidance on what content to develop, which audiences to target, the best delivery methods to use (e.g., e-learning, workshops, coaching), and how to measure effectiveness. The importance of Learning Strategy Recommendations lies in their ability to ensure that learning initiatives are not ad hoc or generic, but instead aligned with business priorities, scalable, and results-driven. By following a strategic learning plan, you can maximize your return on investment, foster continuous improvement, and build a workforce that is agile, skilled, and future-ready.
Evaluation Planning
Evaluation Planning is the process of designing a structured approach to measure the effectiveness, impact, and value of learning and development initiatives. It involves defining clear objectives, selecting appropriate metrics and methods (such as surveys, assessments, performance data, or ROI analysis), and establishing when and how evaluation will take place—whether during, immediately after, or long after the training. The importance of Evaluation Planning lies in its ability to ensure that training programs are not only delivered but also assessed for their actual contribution to employee growth and business outcomes. It helps you determine what’s working, what needs improvement, and where to allocate future resources. With a solid evaluation plan in place, you can demonstrate accountability, continuously improve learning strategies, and drive meaningful, measurable results.