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Needs Analysis

Example of a TNA Outsource Since March 2001, Lloyds TSB has enjoyed enhanced services and reduced training overheads by outsourcing their Training Needs Analysis function to KnowledgePool. The benefits have included: Introduction of volume based economies of scale. Reduction of costs incurred through low utilisation. Improved focus of bank resources on core banking tasks. Sharing of learning best practices from outside the bank. Access to a broad range of fresh talent to influence bank projects. Today, the ex-bank consultants are still heavily involved in delivering analysis and consultancy to Lloyds TSB. A further 40 associate specialist business consultants are available to support fluctuations in demand for the service and in cases where highly specialised skills and experience are required for projects. KnowledgePool maintains a bank of associates who are inducted to Lloyds TSB Group standards and who are aware of the culture of the bank in readiness to join emerging projects. This supports a two day window from request to assignment to ensure that value is added at the earliest opportunity.

The most important aspect of any training programme is its context, and we recognise that the best understanding of the context of your learning requirement lies within your organisation.

KnowledgePool has a team of highly skilled and experienced training needs analysts who provide a blueprint for the design and delivery phase of programmes by exploring and documenting:

• The business drivers behind your programme.
• The expectations of the stakeholders.
• Gaps between current and desired levels of performance.
• The required outcomes and means of measuring achievement.
• Financial and timescale considerations.
• Where the subject-matter expertise lies.
• How your culture and infrastructure might influence the programme.
• The learning preferences of the target audience.
• How the programme links to internal competencies.
• How the programme can be externally accredited or contribute towards national qualifications.

The training needs analysis will provide recommendations based on the finding from this research. These include:

• The learning objectives, these can vary from role to role.
• The most appropriate media for delivering every element of the programme.
• Learner support requirements.

Introducing New Modes of Learning

For many organisations e-Learning still represents untried and unproven modes of learning. At KnowledgePool we have many years' experience of introducing new learning technologies. Our expertise will help you identify and adopt new, more effective, ways of learning.

The training needs analysis will establish and recommend how best to combine multiple modes of learning. For example, KnowledgePool worked closely with the International Institute for Education Leadership to define a suitable blend of modes of learning for the Certificate of School Business Management programme. The final programme contained seven different modes of learning, each of which was rated as 'very useful' or 'useful' by a significant majority of students.

Mode of Learning	% Learning Satisfaction
Face to face interaction with tutor group	98%
Face-to-face, one-to-one interactions with tutor	81%
e-Learning materials	91%
Online discussions in tutor groups	74%
Online discussions on main notice board	95%
Paper-based materials	93%
Whole cohort meetings	88%

Performance Problem Analysis

KnowledgePool can offer experienced HR consultants to work with your business to:

• Identify the performance barriers.
• Identify performance needs (including training) of staff.
• Recommend solutions involving communication, training, processes, learning enablers and infrastructure where appropriate.
• Outline appropriate solution delivery methods, media and content making use of existing resources and learning interventions.
• Outline design, development and implementation proposals.

Outcomes of a PPA will vary from the development of training solutions to the recommendation of improvements, to operating processes and ideas for improving performance amongst teams and departments.