L&D Insights

A Capabilities-based Assessment (CBA) is a structured process that compares an organisation’s current skills, processes, and technologies with the capabilities it needs to achieve its strategy, highlighting critical gaps. The method involves mapping existing capabilities, rating their maturity against strategic targets, conducting gap analysis, and turning findings into an actionable road map. Widely applied in sectors from healthcare to education, CBAs enable data-driven decisions and targeted upskilling that translate directly into greater value.

A Learning Needs Analysis (LNA) systematically pinpoints gaps between current workforce performance and the skills required to meet organisational goals, ensuring training is targeted rather than guesswork. By linking learning to strategic metrics, LNA cuts wasted spend, boosts ROI, and raises engagement while preventing costly mis‑targeted programmes. The article outlines a step‑by‑step process—define business objectives, analyse learner profiles, gather data across organisational, group and individual levels, and prioritise needs—supported by best‑practice tips and technology tools.

А Business Continuity Plan (BCP) is a proactively crafted blueprint that keeps essential operations running when crises like natural disasters, cyber-attacks, or power outages strike. It protects revenue, customer trust, legal compliance, and long-term viability—critical since up to 60% of businesses without a plan never recover. Because continuity is an ongoing discipline, leadership buy-in, routine drills, and plan updates are vital for embedding a culture of resilience.

Traditional reading-and-writing literacy has broadened into digital literacy—the ability to locate, evaluate, create, and communicate information safely and effectively through technology. The article traces this evolution from basic “computer literacy” of the 1990s to today’s multifaceted concept that spans information, media, and AI literacy. Digital skills now underpin social inclusion, workforce readiness, and democratic participation, while gaps in access, competence, and support exacerbate inequality.

360-degree feedback gathers performance insights from an employee’s peers, direct reports, supervisors, and even external stakeholders to give a rounded view of strengths and improvement areas. Effective surveys mix open-ended questions that capture nuanced examples with closed-ended Likert or yes/no items that yield quantifiable data. The real value emerges when results feed into structured debriefs, action plans, and ongoing coaching, turning feedback into measurable professional growth.