Aligning learning with strategy
Translates strategic priorities into required skills and compares them with the capabilities documented across the team. Provides a prioritised learning plan focused on gaps that matter to delivery.
— Talent & Leadership
Training Needs Analysis
Identifies gaps between a team’s existing skills and strategic priorities, producing a prioritised curriculum of named courses, modules and on-the-job development interventions.
- Talent & Leadership
- Traceable reasoning
- Runs anywhere
1–2 weeks → ~25 minutes
For a typical multi-document review workflow
No coding required
- Input
- Team CVs and LinkedIn profiles
- Output
- Team skills profile grounded in available evidence
- Runs in
- Skillsize · ChatGPT · Claude · Copilot
- Export
- SKILL.md · MCP
- Time saved
- ~1–2 weeks per run
— USE CASES
What people use Training Needs Analysis for
Targeting a training budget
Gives decision-makers a clear view of priority development needs, supported by named courses and modules from LinkedIn Learning, Coursera, edX and relevant provider catalogues.
Supporting changing team responsibilities
Identifies where new responsibilities demand skills beyond those evidenced in team profiles. Combines formal learning options with on-the-job interventions in a curriculum tailored to those needs.
Building an evidence-based curriculum
Replaces generic course lists with learning recommendations linked to documented capability gaps. Makes the rationale for each development priority clear to team leaders and learning sponsors.
What it works from
- Team CVs and LinkedIn profiles
- Strategy documents and business priorities
- Team responsibilities and capability expectations
- Course and module information from learning platforms and provider catalogues
What you get back
- Team skills profile grounded in available evidence
- Strategic skills requirements
- Assessment of skills coverage and development gaps
- Prioritised curriculum of named courses and modules across learning providers
— HOW IT BEHAVES
How Training Needs Analysis produces its result
The mechanics behind this specific template — what it reads, what it calculates, and where a human stays in the loop.
Coverage across the role or function in scope, both directions
A coverage pass shows which skills are supported by evidence and which are not — including requirements with nothing behind them and material that supports nothing.
The gap named and sized
What the role or function in scope requires and what it currently has are set against each other skill by skill, so each gap is quantified rather than described in general terms.
Capability read from the evidence
Skills and requirements are read out of role documentation and capability evidence as structured data rather than inferred from job titles.
Whole sets of role documentation and capability evidence at once
All of your role documentation and capability evidence is processed as one set, so patterns across documents surface instead of being read one file at a time.
Live research on the role or function in scope
Current external sources on the role or function in scope are researched during the run rather than recalled from training data, and every source travels with the output.
Composed as work product
Findings on the role or function in scope are written up as a document that reads like professional output, with each claim tied back to a skill.
Why this is expensive by hand
Training budgets are difficult to target when evidence of team capability sits across CVs and professional profiles, while strategic priorities describe ambitions rather than specific skills. In practice it shows up as aligning learning with strategy: translates strategic priorities into required skills and compares them with the capabilities documented across the team. Provides a prioritised learning plan focused on gaps that matter to delivery. The value sits in the rigour, not the typing — yet the rigour is exactly what gets traded away when there is only 1–2 weeks of capacity for it.
How this Skill produces it
Skillsize turns that work into a Skill: you supply the material, and what comes back is team skills profile grounded in available evidence, with strategic skills requirements. The criteria, ordering and review points that make the answer trustworthy are encoded in the Skill itself — which is the difference between a structured method and a prompt someone pastes in. Net effect: 1–2 weeks down to ~25 minutes, no drift between runs, and every conclusion traceable back to the evidence behind it.
Who it's for
- CHROs and talent management leads
- Succession and leadership development teams
- Executive assessors and coaches
- Consultants running talent reviews
Run it in Skillsize — or export it anywhere
Training Needs Analysis exports as a structured SKILL.md file and is MCP-ready, so the same method runs in ChatGPT, Claude, Copilot or your own AI products. Adapt it to your methodology, and the intelligence stays yours — not locked to one vendor.
ChatGPTClaudeCopilotAI Products (MCP)
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