Training Needs Analysis & Learning Impact Evaluation
Half of training solves the wrong problem and most of the rest is never measured — TNA and evaluation are where L&D stops guessing.
Format
Classroom · Live Virtual
Upcoming sessions
Pick a session to applyADMISSIONS OPENThe programme
Before the course comes the question — is this a training problem at all? — and after it comes the harder one: did anything change? This programme trains both ends. Needs analysis: performance gaps traced to their causes, separating skill gaps from process, motivation and environment problems training cannot fix; requirements written as observable outcomes. Evaluation: designs chosen before delivery, data at the levels that matter — behaviour and results, not just reaction; honest attribution in a noisy world; and reporting that improves the next programme instead of defending the last one. Practical templates throughout, applied to participants’ own live programmes.
What you will do
Who attends
L&D professionals and training coordinators; HR business partners fielding training requests; line managers who commission programmes; quality and capability teams.
Programme agenda
Built for the decisions no textbook prepares you for
I.Finding the real need
- Performance analysis: the gap, its cost, its cause
- Training problem or not: process, motivation, environment screened out
- Requirements as observable outcomes, agreed with the sponsor
II.Designing the proof
- Evaluation designed before delivery — baselines while they exist
- The levels applied honestly: reaction, learning, behaviour, results
- Instruments: observation, manager evidence, operational data
III.Telling the truth
- Attribution in a noisy world: contribution claimed honestly
- The evaluation report that improves the next programme
- The portfolio view: killing, fixing and scaling programmes on evidence
Frequently asked
Do the HR programmes cover people analytics and workforce planning?
Yes. The curriculum runs from analytics for talent management through strategic workforce planning, competency frameworks and succession. Participants leave able to build a workforce plan, apply statistical techniques to the data already sitting in their HRIS, and connect talent decisions to business impact in numbers.
Do programmes address nationalisation and localisation mandates?
Yes — recruitment, retention and succession under nationalisation mandates are covered directly, including competency-based selection and the succession pipelines those policies demand. Participants leave able to build a localisation plan that fills roles with capability, not just headcount.
How does admission to an HR programme work?
Submit an application or a brochure request from the programme page; a senior practitioner answers within one business day, brochure included. There is no online checkout — dates, format and fees are settled in that conversation.
Can we train our whole HR function at once?
Yes. Every programme runs in-house, tailored to your HR operating model, your systems and your workforce priorities, in English or French. A private cohort lets the whole function work on the same live problem rather than sending individuals to separate courses.
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In their words
Knowledge transfer, emphasised throughout
“We worked with BIZENIUS for our Fresh Graduates Programme — they are simply amazing. Knowledge transfer and practical learning were emphasised throughout.”
Kuwait Investment Authority
Teams from these institutions train with BIZENIUS
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Take the brochure with you.
One request — the full agenda, the faculty and the next cohort dates, sent personally by the admissions team.