Customized Training and Workshop Development Services

We are happy to work with you in developing a customized training solution if it falls within our subject matter expertise. Otherwise, we can refer you to others, including those who are experts in E-Learning solutions.

Overview of the Approach:

  • IDENTIFY TRAINING REQUIREMENTS AND NEEDS
  • DEVELOP COURSE LEARNING OBJECTIVES
  • DEFINE TRAINING METHODS & STRATEGIES
  • PREPARE INSTRUCTOR & PARTICIPANT MATERIALS
  • PILOT TRAINING, REFINE BASED ON OBSERVATION AND EVALUATION FEEDBACK
  • REVISE TRAINING MATERIALS AS NEEDED

 

Detail of the Approach (based on budget and feasibility):

  • IDENTIFY TRAINING REQUIREMENTS AND NEEDS
    1. Discern the context for the training: Identify the external and internal business drivers and data sources
      1. External such as economic, human resource, government/regulatory, public perception;
      2. Internal such as market/customer, technology, change in system, process, or policy, shareholder or financial) for the performance intervention or training solution.
      3. Review objective and subjective data sources that surface the need or suggest training is necessary
    2. Determine the scope of the curriculum development/planning project and job performance standards, task analysis
      1. Which jobs or specific tasks within them are the subject of the curriculum analysis and development project?
      2. What are the KSAs or learner characteristics?
      3. What delivery systems or mechanisms are available for this proposed curriculum, and are they the most appropriate?
    3. Determine the causes of the performance gap and training need (if training is actually needed)
      1. Set preliminary instructional learning objectives for performing initial gap analysis specific to the job family impacted
      2. Determine design of needs analysis: Methods and participant inclusion
    4. Conduct needs analysis using appropriate methods and compile/present key findings
    5. Identify preliminary course evaluation approach
      1. Develop pre-test criterion test items based on the initial gap analysis
      2. Contemplate and draft data collection approach for four levels of training evaluation:
        1. Reaction: Participants’ reaction to learning event
        2. Learning: Increase in knowledge specific to each module or 3 to 6 key themes, main ideas, principles, part, skills or behaviors people will be able to do after the learning event
        3. Transfer: Learning that was used or applied in the day-to-day work lives of participants after the learning event is over
        4. Impact: Effect of the learning event on the organization, project or program longer term
  • DEVELOP COURSE LEARNING OBJECTIVES
    1. Define the performance expected after completion of the learning event specific to each module or 3 to 6 key themes, main ideas, etc. in measurable terms, including the specific performance, conditions under which it would occur, and criteria
    2. From the 3 to 6 key themes, main ideas, etc. Identify the key demonstration, practice and test items to be embedded in the course and key words or phrases or stories to trigger or reinforce them
  • DEFINE TRAINING METHODS & STRATEGIES
    1. Consider the kinds of learning and corresponding training methods:
      1. Knowledge (readings, lecture, songs, case study, video, etc.),
      2. Skills (demonstration, practice with feedback, role playing, case study, discussion, etc.),
      3. Attitudes (role playing, values clarification exercise, video with discussion, etc.).
    2. Incorporate training methods and strategies that move across the experiential learning cycle to appeal to a mix of participant learning styles:
      1. Concrete experience
      2. Observation and reflection
      3. Forming abstract concepts
      4. Testing/active experimentation
  • PREPARE INSTRUCTOR & PARTICIPANT MATERIALS
    1. Instructor Guide (Lesson plan and facilitation process details)
    2. Course Detailed Agenda
    3. Course Materials for Participants
    4. Handouts for Learning Activities
    5. Review pre-test criterion test items, the key demonstration, practice and test items and add post-test criterion items for evaluation
  • PILOT TRAINING, REFINE BASED ON OBSERVATION AND EVALUATION FEEDBACK
    1. Refine preliminary course evaluation approach
      1. Plan data collection approach for four levels of training evaluation:
        1. Reaction: Participants’ reaction to learning event
        2. Learning: Increase in knowledge specific to each module or 3 to 6 key themes, main ideas, principles, part, skills or behaviors people will be able to do after the learning event
        3. Transfer: Learning that was used or applied in the day-to-day work lives of participants after the learning event is over
        4. Impact: Effect of the learning event on the organization, project or program longer term
  • REVISE TRAINING MATERIALS AS NEEDED FOR CONTINUOUS IMPROVEMENT