Exploring Your Own Learning Needs

The person with most responsibility for your learning is you! Although there are general training policies and procedures, you cannot expect the organization to have the same insights that you possess. If you have not already done so, you should seize the opportunity to shape your career. Research suggests that those who plot their careers tend to be more successful than those who cross their fingers and hope for the best.

Your active participation in the process is essential to assuring that the goals and development plan are meaningful to you and your supervisor. Adequate preparation can help to assure that your perspective is fully considered.

  • What are your strengths and weaknesses?
  • How do you plan to address these weaknesses?
  • What changes are happening to your area of professional expertise?
  • How do you propose to keep up to date and maintain your professional standards?
  • What training have you had during the past year?
  • How does your training link to organizational aims and objectives?
  • Are your skills being used effectively in the organization?
  • Do you discuss your training needs with your line manager / the training department?
  • Do you have a career development plan?
  • Do you have a personal development plan?
  • Do you have the transferable knowledge and skills to enable you to find another job if you current one ends, or you choose to change employer?

From: The Learning Needs Analysis Toolkit, University of Oxford