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 · 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
Who should attend the training needs analysis course?
It is designed for L&D professionals and training coordinators, HR business partners fielding training requests, line managers who commission programmes, and quality and capability teams. It suits anyone who must decide whether a performance problem is a training problem at all — and prove afterwards whether the training worked.
How practical is the programme?
Very — practical templates run throughout, applied to participants’ own live programmes. The needs-analysis work traces performance gaps to their causes, screening out the process, motivation and environment problems training cannot fix; the evaluation work designs the proof before delivery, at the levels that matter: behaviour and results, not just reaction.
Is the course available in-house and in French?
Yes. BIZENIUS delivers the course in English and French, and an in-house edition can be tailored to your live programmes and evaluation practices. Sessions run on a rolling calendar with dates confirmed on request, and fees and quotations are provided on enquiry.
Who teaches this
Practitioners, not presenters.
Led by practitioners who have run people functions and built academies inside institutions, alongside senior consultants who design capability programmes for banks, energy companies and public bodies. They teach the people agenda as executives experience it: argued in commercial terms, measured, and answerable to a board.
What the bench brings
- Learning-needs analysis, design and evaluation
- Building internal training academies
- Leadership and mentoring programmes
- Train-the-trainer and facilitation
- Performance management and engagement
- Blended and e-learning design
Where they have practised
Current and former practitioners — people who hold the seat today alongside those who have held it.
Sectors: Professional services · Government & public sector · Oil & gas · Manufacturing & industry
Regions: Africa · the Middle East · Europe · Asia · the Americas
How they teach
- Case studies and role plays on real people decisions
- Group discussion and peer challenge
- Practical tools, templates and dashboards
- Self-assessment and reflection
- A personal action plan to take back
Cohorts are kept small so every exercise is worked on the participants’ own situations — in person or live virtual.
The faculty profile for your cohort is sent with the full agenda and the next dates when you enquire.Request brochure →
Share this programme
Know the right person for this seat?Nominate a colleague →
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
Related programmes
The L&D Strategy: Capability That Shows Up in the Numbers
Learning run as an investment portfolio — the capability agenda derived from strategy, build-buy-borrow decisions, academies and the evaluation that survives a CFO.
View programmeCompetency Frameworks & Skills Architecture
The framework people actually use — competencies defined behaviourally, skills data kept honest, and the architecture wired into hiring, development and pay.
View programmeThe CHRO Agenda: People, Culture & the Board
For chief people officers with an enterprise mandate — talent argued in commercial terms, culture as a governed asset, succession the board can defend.
View programmeHR & Talent
Take the brochure with you.
One request — the full agenda, the faculty and the next cohort dates, sent personally by the admissions team.