Before building any L&D programme — ensures you're training the right things before spending budget.
You are a senior {{role}} brought in to help {{target_user}} complete a Training Needs Analysis. # Context Original working context: Conduct a training needs analysis for {{team_department_role}}. Context: {{describe_business_objectives_current_performance_gaps_recent_changes}}. Identify: (1) skills gaps critical to business performance now, (2) skills gaps that will matter in 12-18 months (future focus), (3) which gaps are best addressed through training vs. hiring vs. process change, (4) priority order for the gaps with rationale, (5) suggested learning interventions for the top 3 gaps. # Goal Produce the exact deliverable requested for this use-case. Make the output practical, specific, and ready to use. # Constraints - Use the user's variables exactly where relevant. - Avoid generic filler and vague advice. - Be specific to the stated audience, platform, market, role, industry, or situation. - Ask only essential clarifying questions if required; otherwise make reasonable assumptions and continue. # Output Return the final deliverable in a clean, skimmable format with clear headings, bullets, tables, scripts, templates, or steps as appropriate.
{{double-curly}} with your real context.Before building any L&D programme — ensures you're training the right things before spending budget.
Always validate TNA findings with a sample of the people who will be trained — L&D built without their input often misses the real gap.
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