Training

Building and Measuring Training

We focus on 'competency-based learning' to support effective hiring, development, and succession planning initiatives.

Maintaining knowledge and proactively supporting continuous knowledge transfer is a key element of our training strategy. We work with your company to determine where it is in its organizational development and to design a range of training options to help you create a learning organization.

Effective Training and Development

For training initiatives to be truly effective, they must be matched with the core competencies behaviors and traits required to be successful in a given role.

We use a multi-step approach to audit existing training programs and help re-align programs to what is really needed. If training and development programs are not in place to support a specific skill, we can help you build them.

The key steps toward designing effective training systems include:

1. Provide a process for determining professional development needs.
2. Check to see what measurement tools and metrics are in place to measure the effectiveness of training.
3. Supply a method for determining if training is needed.
4. Present an instructional design model for creating training.
5. Explore questions for auditing training effectiveness.
6. Determine professional development needs that are reflective of the business needs and objectives.
7. Define which training methods will be most effective.
8. Use a core competency model to define essential talent behaviors, skills, and standards for behaviors.
9. Follow an instructional design model to ask questions that audit the effectiveness of training.
10. Equip managers with a list of learning programs available to incorporate into an individual's professional development plan.
11. Use a formula for determining a return on training investment dollars.

Training programs must be evaluated and adjusted regularly as the business needs change; otherwise, as the evolution of the business continues, training is left behind, becomes obsolete, and longer reflects what really happens on the job. The result is a waste of training dollars.

Articles Knowledge Management and Learning: Mapping out a Learning Organization