How do you define the learning needs of employees of your company?
In my Director of OD & L&D role at a mid-sized software company in the US, here are some of the steps I took and believe apply anywhere:
Senior Stakeholder Analysis: Spoke with the CEO and business unit leaders. Seeking to understand their needs.
Mid-Management Stakeholder Analysis: Spoke with the direct reports (Sr. Directors) of the business unit leaders to understand their needs and challenges.
Employee Input: Conducted focus groups/lunch “brown bags” inviting any and all employees interested to hear them out on what needs attention and their priorities.
Survey: Turned our annual employee survey into a quarterly shorter version to continuously keep a pulse on issues and needs.
That’s it at a high-level. Naturally there’s a lot more to it!
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