TAP®: Learning Needs Analysis (APMG)

Learning requests often begin with a proposed solution, such as a course, workshop or eLearning programme. However, before designing a learning intervention, it is important to understand the performance gap, investigate its causes and establish whether learning is the right response.

TAP® Learning Needs Analysis develops the practical skills needed to investigate performance requirements and make evidence-based recommendations. You will explore the TAP® Learning Needs Analysis process and learn how to work with sponsors and stakeholders, align projects with organisational goals, collect and analyse data, and identify the knowledge and skills required for effective workplace performance.

Across this two-day course, you will practise defining performance outcomes, prioritising learning content, selecting suitable delivery environments and estimating project timescales and costs. Using a realistic case study, you will apply the process from initial investigation through to a learning specification, supported by evidence and professional judgement.

The course also prepares you to demonstrate how you have applied your learning in the workplace through the TAP® Learning Needs Analysis Award process.

Prerequisites

The supplied course information does not specify mandatory prerequisites or previous qualifications. The course is designed for professionals involved in investigating learning requirements, analysing performance needs or recommending learning solutions.

Experience in training, learning design, learning and development or stakeholder consultation may help you apply the practical techniques to workplace situations.

Target audience

This course is suitable for:

• Trainers who want to broaden their skills into learning needs analysis
• Learning designers involved in defining learning requirements
• Learning and development professionals responsible for analysing performance needs
• Business partners and consultants who work with stakeholders to identify capability requirements
• Professionals responsible for investigating learning needs and recommending learning solutions

Day 1: Investigating the requirement

Explore how to define a learning requirement, understand the business context and investigate the evidence before deciding on a solution. You will use the TAP® Learning Needs Analysis process to examine a performance challenge and begin validating potential learning needs.

Introduction to learning needs analysis

• Defining learning needs analysis and its purpose
• Distinguishing learning needs from training needs
• Understanding the relationship between workplace performance and learning
• Exploring the role of the learning needs analyst
• Applying the TAP® Learning Needs Analysis process
• Understanding why learning needs analysis matters

Framing the requirement

• Understanding the sponsor's perspective
• Defining the current situation and business driver
• Identifying project scope and constraints
• Exploring stakeholder expectations
• Identifying useful sources of information and evidence
• Defining the target audience

Aligning with organisational goals

• Understanding the importance of organisational alignment
• Identifying organisational goals
• Writing measurable business benefits
• Creating project aims
• Establishing success criteria
• Connecting learning projects with business outcomes

Collecting data

• Understanding primary and secondary data
• Exploring qualitative and quantitative data
• Selecting appropriate data collection techniques
• Conducting interviews and focus groups
• Using surveys and questionnaires
• Applying observation and hands-on investigation
• Establishing sample sizes
• Improving response rates and data quality

Analysing the data

• Applying DIF analysis: Difficulty, Importance and Frequency
• Exploring process analysis and thematic analysis
• Using root cause analysis to investigate performance challenges
• Using AI to support analysis activities
• Determining whether learning should form part of the solution
• Identifying performance barriers and opportunities

Case study practical

Analyse a workplace scenario, gather and interpret available evidence, and apply analysis tools and techniques to begin validating potential learning needs.

Day 2: Creating recommendations

Use the findings from the initial investigation to define learning requirements and develop a clear, evidence-based recommendation. You will explore how to identify essential content, establish workplace performance outcomes and select delivery environments that meet the identified need.

Eliciting content

• Applying the TAP® seven-step content elicitation process
• Identifying required knowledge and skills
• Establishing what good performance looks like
• Grouping and structuring learning content
• Applying active verbs when describing requirements
• Prioritising content using MoSCoW
• Identifying prerequisites

Writing performance outcomes

• Understanding the purpose of performance outcomes
• Aligning outcomes with business goals
• Creating workplace-focused outcomes
• Writing effective outcome statements
• Connecting outcomes with performance improvement
• Aligning outcomes with identified content

Selecting delivery environments

• Exploring physical classroom learning
• Considering virtual instructor-led learning
• Reviewing self-paced learning
• Exploring learning in the workplace
• Matching delivery environments to requirements
• Evaluating the benefits and constraints of different approaches
• Considering blended learning approaches

Estimating timing and costs

• Estimating design and delivery effort
• Identifying project cost considerations
• Planning resources and logistics
• Considering budget requirements
• Estimating timescales and project milestones
• Applying cost estimation techniques

Creating a learning specification

• Making evidence-based recommendations
• Structuring a learning specification or report
• Communicating business benefits, outcomes and recommendations
• Documenting delivery recommendations
• Presenting costs and assumptions
• Creating outputs that support implementation

Case study practical

Complete a learning specification for the case study, develop recommendations supported by evidence and apply the TAP® Learning Needs Analysis process from initial investigation through to final recommendations. Reflect on how to implement the approach within your own organisation.

Exams and assessments

Assessment focuses on practical application of the TAP® Learning Needs Analysis process.

Throughout the course, you will work through a case study using the provided templates and tools. You will investigate a requirement, analyse evidence, validate potential learning needs and produce a learning specification containing recommendations.

You will also identify actions to implement within your own organisation. To complete the Award application, you must demonstrate how you have applied your learning in practice and submit evidence of implementation and stakeholder feedback within two months of attending the course.

Successful learners will be eligible to achieve the TAP® Learning Needs Analysis Award. The supplied information does not specify a formal examination or detailed assessment pass criteria.

Hands-on learning

Practical activities run throughout the two-day programme. You will apply analysis techniques to a realistic case study, explore different sources of evidence and practise identifying performance gaps and their potential causes.

Using the TAP® templates and tools, you will move from investigating the requirement to defining performance outcomes, prioritising content, considering delivery options and developing a learning specification. These activities help you practise making recommendations based on evidence, business needs and professional judgement.

You will also identify opportunities to apply the process within your own organisation as part of preparing for the TAP® Award.

By the end of the course, you will be able to:

• Explain the purpose and principles of learning needs analysis and apply the TAP® Learning Needs Analysis process
• Define learning requirements with sponsors and stakeholders, taking account of organisational goals, project aims and constraints
• Collect relevant qualitative and quantitative data using appropriate techniques and sources
• Analyse evidence to identify performance gaps, root causes, barriers and opportunities
• Determine whether learning is an appropriate response to an identified performance challenge
• Elicit and prioritise learning content, including the knowledge and skills required for effective performance
• Write workplace-focused performance outcomes aligned with business goals
• Select appropriate delivery environments based on requirements, benefits and constraints
• Estimate project timescales and costs, including relevant resource and logistical considerations
• Produce a learning specification with evidence-based recommendations for a suitable learning solution