Learning and development programmes should always arise out of business needs - what is the business trying to achieve and how can you develop systems and people to support that goal? For example:

If the organisation is promoting a customer care initiative, what customer standards will be set, and what customer service training will be given throughout the organisation?
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Maybe you feel the leadership in the organisation is outdated or ineffective? What style of leadership needs to be adopted to be more successful, and how do you provide the necessary training and coaching to deliver that?
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If the organisation wants to improve a particular way of working to encourage better performance, what implications does that have for everyone in the company? Will people need to re-learn a technique? Maybe there is a need for establishing more regular feedback, goal setting and appraisal of individuals.
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Often learning and development needs will arise out of perceived problems, for example, you may feel the companies communication is poor. It is important in these instances to define what 'good communication' is.
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Maybe your organisation needs to be attracting better calibre people to fill vacancies and you recognise that your recruitment practices are old
fashioned.
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