---
name: training-needs-learning-plan
description: Converts role requirements, performance evidence, employee aspirations, and learning history into a prioritised training-needs matrix and an individual or team learning plan with measurable outcomes. Use for annual learning-needs analysis, capability planning, development reviews, skills-gap assessment, or training-roadmap preparation.
license: Apache-2.0
metadata:
  adlass.categories: "hr-people/performance-development"
  adlass.industries: ""
  adlass.tags: "360-feedback,multi-rater,coaching,themes,anonymization,performance-review"
  adlass.adaptation: "reference-doc"
  adlass.source: "original"
  adlass.version: "1"
---

# Training needs and learning plan

## Purpose

Translate evidence about required capabilities and current performance into specific learning needs, ranked priorities, and executable learning plans. Separate a genuine skill or knowledge gap from a process problem, missing resource, unclear expectation, or performance issue that training cannot solve.

## Scope

Cover employees or roles named by the run scope, their role profiles, competency requirements, performance evidence, manager and employee inputs, completed learning, available courses, and planned development actions. Produce a gap diagnosis before selecting learning activities, then connect each activity to an observable outcome, owner, timing, and evidence of transfer.

**Excluded:** selecting a vendor, enrolling a person, approving a budget, making a promotion or employment decision, diagnosing health or protected characteristics, and inventing a competency requirement that is absent from the reference material.

## Data basis

- Employee roster with employee_id, role_id, team, manager_id, status, and target planning period.
- Role profiles and competency framework with competency_id, proficiency level, behaviour or knowledge anchor, and required-by date.
- Performance records with goal, result, metric, feedback date, competency_id, observed behaviour, and evidence locator.
- Employee self-assessments and manager assessments with current level, desired level, confidence, and stated development need.
- Learning history with course_id, employee_id, completion date, attendance status, assessment score, and follow-up result.
- Learning catalogue with course_id, format, duration, prerequisites, capacity, cost, competency_id, and learning outcome.

## Result

Create a learning-needs matrix with one row per employee-competency gap and a learning-plan document containing ranked actions, owners, target dates, success measures, dependencies, and evidence checkpoints. Include a team-level summary of repeated gaps and a limitations section for unsupported recommendations.

## Quality criteria

- Every gap names employee_id or role_id, competency_id, required level, current level, and cited evidence.
- Gap size is calculated as required proficiency minus current proficiency using the supplied scale; incomparable scales remain unscored.
- Priority uses the supplied criticality, performance impact, and time-to-required weighting, never an invented score.
- Each recommended activity has a catalogue outcome, format, duration, prerequisite check, and transfer measure.
- Completed learning is not treated as capability without post-learning evidence.
- Counts of employees, gaps, and proposed actions reconcile between the matrix and plan.

## Instructions

Use the planning period and population in the run scope. Treat a missing competency requirement as an evidence gap, not as a zero requirement. Prefer direct work evidence and dated assessment observations over aspirations when establishing current level, while retaining the employee’s stated goal as a separate input. Do not recommend a course when the cause is access, tooling, workload, policy, or unclear ownership; record the non-training intervention instead. Use the catalogue’s stated outcome and prerequisite verbatim in the matrix, and mark a course as unavailable when capacity or timing conflicts with the target date. Keep personal data limited to the identifiers required for plan ownership.

## Adapt before use

- Add the company competency framework, proficiency scale, role profiles, and definitions of criticality and performance impact.
- Map employee, assessment, performance, learning-history, and catalogue columns to the workspace tables.
- Define the planning period, priority formula, target-date rules, and acceptable evidence of learning transfer.
- Add the approved learning catalogue and identify who owns team actions versus individual actions.