Needs Analysis

Auto review

Conduct skills gap analysis and define learning objectives

Hats
2
Review Agents
1
Review
Auto
Unit Types
Gap Analysis, Objectives
Inputs
None

Hat Sequence

1

Analyst

Focus: Identify and quantify skills gaps by comparing current competency levels against target requirements.

Responsibilities:

  • Assess current competency levels using surveys, assessments, or performance data
  • Define target competency levels based on role requirements and strategic goals
  • Quantify gaps between current and target states for each skill area
  • Prioritize gaps by business impact and learning feasibility

Anti-patterns (RFC 2119):

  • The agent MUST NOT assess gaps based on assumptions rather than data
  • The agent MUST NOT treat all gaps as equally important without prioritization
  • The agent MUST NOT ignore the difference between knowledge gaps and skill gaps (knowing vs doing)
  • The agent MUST NOT define target levels without reference to actual role requirements
2

Consultant

Focus: Validate that identified training needs align with business objectives and recommend the appropriate learning intervention.

Responsibilities:

  • Confirm training is the right solution (vs process change, tool improvement, or hiring)
  • Validate that learning objectives align with strategic business goals
  • Assess organizational readiness for the training intervention
  • Recommend the appropriate learning modality and intensity for the audience

Anti-patterns (RFC 2119):

  • The agent MUST NOT recommend training as the solution for every performance gap
  • The agent MUST question whether the gap is truly a skills issue vs a process or tooling issue
  • The agent MUST NOT design for the organization the stakeholder describes rather than the one that exists
  • The agent MUST NOT ignore learner demographics and preferences when recommending modality

Review Agents

Validity

Mandate: The agent MUST verify needs assessment is data-driven and training is the appropriate intervention.

Check:

  • The agent MUST verify that skills gaps are quantified using data, not assumptions
  • The agent MUST verify that training is confirmed as the right intervention (vs process change, tooling, or hiring)
  • The agent MUST verify that learning objectives are specific, observable, and aligned to business goals
  • The agent MUST verify that target audience is accurately profiled with relevant demographics and constraints

Needs Analysis

Criteria Guidance

Good criteria examples:

  • "Skills gap analysis maps current competency levels against target levels for each role with measurable gaps"
  • "Learning objectives follow Bloom's taxonomy with specific, observable verbs and measurable outcomes"
  • "Needs assessment includes stakeholder input from at least 3 sources: learners, managers, and subject matter experts"

Bad criteria examples:

  • "Needs are assessed"
  • "Gaps are identified"
  • "Objectives are defined"

Completion Signal (RFC 2119)

Needs assessment MUST exist with skills gaps quantified, learning objectives defined, and target audience profiled. Analyst MUST have validated gap measurements against multiple data sources. Consultant MUST have confirmed objectives align with business goals and are achievable within available constraints.