The British Academy for Training and Development offers this training program in "Training Needs Assessment and Development Planning", designed to empower participants with a solid understanding of both the theoretical and practical foundations of identifying training needs and creating professional development plans aligned with organizational goals and strategies.

The program focuses on equipping participants with modern tools and methodologies to analyze performance, identify skill gaps, and direct training efforts toward achieving tangible results that enhance individual efficiency and overall productivity. It also emphasizes the importance of systematic planning for human development programs, linking them to organizational performance indicators to ensure alignment between employees’ needs and the organization’s objectives. This program represents a strategic step toward building a comprehensive training system grounded in data-driven insights and precise workforce analysis.

Who Should Attend?

• Human Resources and Training Managers, as well as Institutional Development Officers.

• Training and Professional Development Specialists in both public and private sectors.

• Team Leaders and Supervisors seeking to enhance their training planning capabilities.

• Consultants and planners interested in improving human resource development strategies.

Knowledge and Benefits:

After completing the program, participants will be able to master the following:

• Accurately and professionally identify and analyze training needs.

• Link training plans to the organization’s strategic goals and objectives.

• Develop measurable professional development plans.

• Apply best practices in data collection and performance analysis to identify skill gaps.

• Monitor and evaluate training program outcomes effectively.

• Introduction to Training and Its Organizational Importance

  • The concept of training and its relationship to organizational performance.

  • The role of training in achieving professional excellence and sustainable development.

  • The link between training and human resources strategy.

• Concepts of Training Needs Assessment

  • Definition of training needs and their various domains.

  • Types and levels of training needs (individual – functional – organizational).

  • The importance of distinguishing between actual and assumed training needs.

• Methods of Data and Information Collection

  • Using interviews, surveys, and field observations.

  • Analyzing individual and team performance as a data source.

  • Reviewing administrative reports and past performance indicators.

• Data Analysis and Skill Gap Identification

  • Methodologies for analyzing gaps between current and required performance.

  • Identifying skills, knowledge, and behaviors that need development.

  • Utilizing statistical analysis tools to interpret study results.

• Linking Training Needs to Organizational Goals

  • Prioritizing training needs based on work directions.

  • Translating needs into measurable training objectives.

  • Integrating the training plan with the organization’s operational plans.

• Designing the Training and Development Plan

  • Steps to create a comprehensive and time-bound training plan.

  • Allocating human and material resources to implement the plan.

  • Preparing integrated training schedules and programs for all levels.

• Organizing and Implementing Training Activities

  • Standards for selecting trainers and training service providers.

  • Determining suitable training methods for different needs.

  • Managing program schedules and training logistics effectively.

• Internal Marketing of Training Programs

  • Motivating employees to actively participate in training.

  • Highlighting training as an investment in human capital.

  • Building a culture of continuous learning within the organization.

• Evaluating Training Effectiveness

  • Levels of training evaluation according to Kirkpatrick’s model.

  • Analyzing the return on investment (ROI) of training programs.

  • Tools and methods to measure the impact of training on performance.

• Continuous Improvement and Development of the Training Plan

  • Reviewing and updating the training plan based on results.

  • Ensuring the sustainability of institutional development programs.

  • Integrating feedback to enhance the overall training system.