Our approach to analysing training or learning needs is based on the Systems Approach to Training (SAT). The process is iterative so as to create a continuous cycle of reviewing and improving the training.
Business Process Analysis – Analyse the Business Process scoring the difficulty, importance and frequency (DIF) of each task, which will determine how thorough any associated training must be.
Job Specification – Prepare Job Specification or Competency Framework. Through the Business Process Analysis we evaluate the knowledge, skills and attitudes needed to excel at each task. This is accompanied by an analysis of job holders existing knowledge skills and attitudes (KSA)
Training Objective Definition – We evaluate the gap between trainees skills sets and those needed for the new role. We write from this the Training or Learning Objectives.
Training Content Development – Using the Training Objectives to structure the course we determine the content of each ‘training intervention’ and how they will be presented to trainees.
Design Training Activities – This process adds more detail to the training courses ensuring trainees have sufficient practice of any skills they need to develop.
Deliver Training Event – Pilot courses can be run to trial the flow of the course and give training instructors a practice run.
Validate Training Effectiveness – Quality audits can be conducted at any point for improvement purposes.
Modify Training Solution – A key feature of SAT is the iterative nature of developing the training courses based on previous Training Effectiveness.