36 data sources to determine your organisation’s L&D needs

1 Aug

Library → L&D resources → Data sources for L&D strategy

A core part of learning and development strategy is discovering the skills gaps and training needs that exist in your organisation.

If your organisation has a mature L&D function, then your role may primarily call for evaluating the performance of current learning initiatives and testing changes to drive additional impact.

But if you’re in a new role, launching L&D as a new area in an organisation for the first time, or simply wanting to develop a brand new L&D strategy derived from first principles, then you will need to look deeper to discover unaddressed learning needs at your company.

Here are a few interesting areas to explore to inspire your next big learning & development win.

In the L&D team

1) Feedback surveys on previous training

These surveys provide first-hand insights into the perceived relevance and effectiveness of the training programs offered. They highlight the aspects of training that have been successful, as well as areas that may require improvement. Moreover, they can help assess whether the training content is engaging and applicable to the daily tasks of the employees. Using this feedback, L&D professionals can continuously improve training modules, ensuring they remain effective, engaging, and valuable for the workforce.

2) Learning Management System (LMS) reports

LMS reports provide a rich array of data that can be used to inform the L&D strategy. These reports offer insights into course completion rates, engagement levels, time spent on modules, and scores on assessments. L&D professionals can use this data to gauge the effectiveness of current training initiatives, identify courses that are underperforming, and determine what types of content are most engaging. This information can guide the creation of future training content, ensuring it is effective and resonates with the employees.

3) Training attendance records

The data from training course attendance records can be a valuable source of information about employees' engagement with learning initiatives. High attendance levels generally suggest that the training content is relevant and appealing, while low attendance might indicate issues with the timing, format, or content of the training. Moreover, tracking who attends which trainings can help identify patterns, such as departments that may be underutilizing training opportunities.

4) Employee onboarding feedback

Onboarding feedback is critical for understanding how effectively a new hire is being prepared for their role. The feedback can highlight areas where the onboarding process is failing to provide necessary training, or where it might be overwhelming new hires with too much information too quickly. Based on this feedback, L&D professionals can refine the onboarding process, ensuring it provides an effective introduction to the job and sets up new hires for success.

5) Previous training program results & reports

Reviewing the outcomes and effectiveness of previous training programs can provide valuable insights for future learning and development strategy. These reports offer information about what worked well and what did not, helping to identify areas of improvement. By measuring the impact of past programs on employee performance, L&D professionals can better tailor future training initiatives to drive desired outcomes and maximize return on investment.

In the HR/People department

6) Employee surveys

Employee surveys can offer essential insights into the areas where your workforce feels confident and where they believe they lack necessary skills or knowledge. By assessing responses to questions about job satisfaction, career development, and specific skills or training needs, L&D professionals can identify gaps in existing programs and shape their training strategy to better serve employee needs, contributing to both improved job performance and employee satisfaction.

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As well as top-line numbers, look at trends over time, compare to peer organisations, and search patterns within the data (for instance, how does job satisfaction differ by role, seniority, department or location?)

7) Performance reviews & appraisals

Performance reviews are a critical source of data for L&D strategy. These evaluations provide a wealth of information about employees' strengths and weaknesses, areas for improvement, and alignment with organizational goals. By analyzing performance review data, someone in an L&D role can identify specific skills that need to be developed or enhanced across the organization and tailor training programs to those competencies, thereby directly impacting productivity and performance.

8) Exit interviews

While it might be too late to retain departing employees, exit interviews provide a crucial opportunity to gather honest feedback about an organization's L&D strategy. Departing employees can provide valuable insights about the effectiveness of training programs, the relevance of the skills they learned, and whether they felt these programs supported their career growth. These insights can be used to inform changes and improvements in the L&D strategy, contributing to better employee retention in the future.

9) Skill assessment results

Skill assessments offer an objective measure of an employee's capabilities in specific areas. The analysis of these results can pinpoint individual and team skill gaps, allowing learning & development co-ordinators to design targeted training initiatives. Furthermore, tracking changes in these assessment results over time can provide a measure of the effectiveness of implemented L&D interventions, giving valuable feedback for the ongoing refinement of the company's L&D strategy.

10) Diversity and Inclusion metrics

Diversity and inclusion metrics offer important insights into the organization's workforce composition. A lack of diversity might suggest the need for training in unconscious bias, inclusive leadership, or cultural competence. L&D initiatives can use these metrics to foster an inclusive work environment, which is critical to attracting and retaining a diverse talent pool.

11) Individual development plans (IDPs)

An IDP is a tool that outlines an employee's career and personal development goals, along with the steps needed to achieve them. By reviewing these plans, L&D professionals can gain insight into employees' personal career aspirations, which can be aligned with organizational objectives. This alignment helps create a workforce that is not only skilled but also motivated, fostering a culture of continuous learning and growth.

12) Job descriptions

Job descriptions provide detailed information about the skills, competencies, and knowledge required for each role within an organization. By comparing these requirements against current employee skill levels, L&D strategists can pinpoint key areas where training is needed. Furthermore, changes in job descriptions over time may indicate shifting skill demands, highlighting new areas where training could be beneficial.

13) Competency maps

Competency maps are a comprehensive representation of the skills, knowledge, and abilities required across different roles within an organisation. Analyzing these can help L&D specialists understand the existing talent landscape and identify any competency gaps that need to be addressed through training. By aligning training initiatives with these competency maps, companies can ensure they are developing the precise skills needed for the success of their employees and, consequently, the organisation.

14) Succession planning documents

Succession planning documents are vital for understanding the skills and capabilities needed for leadership roles within the organisation. L&D professionals can use these to design and implement leadership development programs, ensuring that potential successors are equipped with the necessary skills. Furthermore, the competencies outlined in these documents can be incorporated into broader employee development initiatives, helping to cultivate a pool of talent ready for future leadership roles.

15) Organisational goals and objectives

The company's strategic goals and objectives should guide the direction of all L&D initiatives. Understanding the company's priorities, such as expanding into new markets, launching new products, or enhancing customer service, allows L&D professionals to create training programs that build the skills needed to achieve these goals. In this way, L&D strategy can be an integral part of the organisation's broader strategic plan.

16) Customer feedback/complaints

Customer feedback and complaints can provide unexpected but valuable insights into areas where employee training might be needed. For example, recurring complaints about customer service could indicate a need for training in communication skills or customer relations. By monitoring and analysing this feedback, L&D professionals can identify areas where external-facing employees might need additional training, ensuring that the company continues to meet and exceed customer expectations.

17) HR metrics (turnover rate, absence, etc):

HR metrics like turnover rate and employee satisfaction are key indicators of the overall health of the organisation. A high turnover rate may suggest a lack of job satisfaction, which could be due to inadequate skill development. Similarly, low employee satisfaction scores might indicate a lack of career development opportunities. Analysing these metrics can help L&D professionals identify areas for improvement and develop training programs that enhance job satisfaction and retention.

18) Employee retention rates

High employee retention rates often signal a positive work environment and effective development opportunities. Conversely, high turnover may indicate unmet learning needs or ineffective training. Analysing retention data alongside L&D program participation can reveal whether there are specific programs that contribute to higher retention, or whether there are gaps in the training that might be leading to employee dissatisfaction and departure.

19) Absenteeism records

High rates of absenteeism may be indicative of a disengaged workforce or a stressful work environment, both of which can be addressed through targeted L&D initiatives. Analysing these records can help identify departments or teams with high absenteeism rates, signaling a possible need for training in areas like workplace wellbeing or effective leadership.

20) Recruitment and hiring data

The skills and qualifications of incoming employees can provide important insights into the evolving skillset of the organisation. Examining the roles that are hardest to fill can reveal where there may be industry-wide skill gaps that could be addressed through L&D initiatives. Additionally, analyzing the skills that new hires bring to the organization can help identify emerging skills or competencies that could be beneficial for existing employees to learn.

21) Employee promotion records

Reviewing promotion records can reveal valuable information about the skills and competencies that the organisation values and rewards. L&D professionals can use this information to create training programs that help employees develop these key skills, increasing their chances of advancement and fostering a culture of learning and growth within the organisation.

22) Workplace culture assessments

Culture assessments can reveal important aspects of the organisation's values, norms, and behaviors. If the assessments reveal issues like low collaboration or high stress levels, this could point to a need for training in areas like teamwork or stress management. L&D professionals can use these insights to create programs that foster a positive, supportive, and productive work culture.

23) Flight risk analysis of high-performers

Flight risk analysis can help identify high-performing employees who are considered at risk of leaving the organisation. Factors contributing to a high flight risk might include lack of career advancement opportunities. By addressing these factors through targeted L&D initiatives, companies can improve employee retention.

24) Background of under-performers

Examining the professional history of employees who are currently underperforming or have recently been managed-out may reveal recurring patterns that the L&D team are well placed to address. You may uncover areas where additional training or coaching is needed: for instance, by preparing high-performing individual contributors for future management responsibilities. This analysis could identify both urgent interventions to improve performance among those who are struggling, and targeting ‘potential future underperformers’ by providing the relevant support well ahead of time.

From elsewhere at work

25) Annual company reports

Annual reports give a broad overview of a company’s financial performance, strategic direction, and operational highlights. L&D professionals can use these reports to understand the company's strategic priorities and to align the L&D strategy accordingly. For instance, if the annual report indicates a new strategic focus on digital transformation, L&D can prioritize training in digital skills.

26) Business intelligence tools

Business intelligence tools offer a wealth of data that can be used to inform an L&D strategy. These tools can provide insights into everything from sales performance and customer behavior, to operational efficiency and market trends. By analyzing this data, L&D professionals can identify skills gaps that could be hindering performance and devise training initiatives to address these gaps.

27) Internal communication platforms (emails, chat channels, etc.)

Insights gleaned from internal communications can highlight areas where employees struggle or frequently ask questions, indicating potential knowledge gaps. Moreover, the analysis of such data could shed light on communication challenges within teams, suggesting a need for training in areas like effective communication or collaboration.

28) Project debrief reports

Project debriefs or post-mortem reports provide a rich source of learning from both successful and unsuccessful projects. They can help identify skills gaps that may have impacted project outcomes, or reveal project management processes that need improvement. L&D professionals can use this feedback to create or modify training initiatives, ensuring they address real-world challenges faced by project teams.

29) Safety incident reports

Safety incidents can indicate areas where more training is needed, particularly in industries where physical safety is a concern. Analyzing these reports can help L&D professionals identify common causes of incidents and develop training initiatives focused on prevention. Regular safety training not only reduces incidents but also cultivates a culture of safety within the organization.

30) Productivity data

Employee productivity data can be a key indicator of the effectiveness of L&D initiatives. If productivity increases following specific training programs, it may suggest that the training has been successful in enhancing skills or efficiencies. On the other hand, if productivity stagnates or decreases, it might signal that the training was ineffective or that there are unaddressed training needs.

From outside your organisation

31) Benchmarking data (industry standards)

Benchmarking data and industry standards provide an external perspective on the skills and competencies needed in the company's field. They can help L&D professionals understand how their organization's training initiatives compare to industry norms and where there might be room for improvement. By aligning training initiatives with industry standards, companies can ensure they remain competitive and that their employees possess the most up-to-date and relevant skills.

Some employee engagement platforms use common sets of questions for all users, allowing you to compare sentiment in your organisation to that in your peer group.

32) Employer brand reviews (such as Glassdoor)

Employee reviews on platforms like Glassdoor can provide valuable feedback about the organization's learning culture and opportunities for development. Negative reviews could indicate dissatisfaction with current L&D initiatives and suggest areas for improvement. By addressing these areas, companies can enhance their employer brand and attract high-quality talent.

33) Market research reports

Market research reports provide a wealth of data about your competitive landscape and customer preferences. L&D professionals can utilize these insights to align training initiatives with market realities. For example, if market research indicates a growing demand for a specific service or product, L&D can prioritize developing the skills needed to deliver that service or product effectively.

34) Industry trends reports

Industry trends reports provide an overview of emerging trends, technological advancements, and changing regulatory landscapes. These reports can help L&D professionals stay ahead of the curve, ensuring that the company's workforce has the skills needed to adapt to changes in the industry. By staying abreast of industry trends, L&D can design forward-looking training programs that prepare the workforce for the future.

35) Social media

Observing competitors' activity on social media can provide insights into their L&D strategies, such as the types of skills they're prioritizing or the training methodologies they're using. This information can help L&D professionals benchmark their own efforts, identify emerging trends, and shape their strategy to ensure the organization remains competitive.

36) Innovations and developments within the L&D space

Staying abreast of new trends and technologies in the L&D space, such as virtual reality training or AI-driven personalized learning, can help companies stay competitive. L&D professionals can use this information to continuously innovate their training methods, ensuring that their initiatives are effective and engaging for today's workforce.