Training Solutions Design
Corporate Training Solutions With Global Training Strategy
RPS leverages proven tools and methodologies to develop an integrated, customized roadmap and deliver the best learning solution for your organization.
By first identifying critical areas and determining which elements in the training value stream need to be addressed, RPS can build the best solution framework to meet our customers’ unique challenges and business goals.
Training Needs Analysis
The foundation for a successful learning plan is the needs analysis upon which training is based. This analysis — both the content and the learning paths — must be fully addressed with your business goals in mind. Training, after all, is designed to ensure that your sales, manufacturing, technical and leadership teams are ready and able to take your business forward. Too often, though, training courses are developed to serve short-term tactical needs and the curricula that evolve as a result can be unwieldy, inefficient and poorly aligned to overall business strategy.
Business Needs Analysis
Through a highly interactive, comprehensive analysis of your business, our experts identify and determine the shifts and changes that are required to achieve your strategic goals, regardless of the variables involved. Whether you require business process modifications, technology implementation or learning support, RPS is ready to develop and implement solutions to increase organizational efficiency and effectiveness.
Data helps target specific performance areas for focus by identifying the most frequent issues, causes and viable solutions. This diagnostic drives the learning solution design starting with the most critical areas and highest impact.
Learning solutions must support an organization's corporate training strategy in order to be effective. By understanding what drives your success, RPS analysts can assess skill levels to help identify gaps in learning that impact performance, and we address those gaps with the right training — delivered in the most cost-effective medium. Employees equipped with the right knowledge and skills will improve business efficiency and help build competitive advantage.
An optimally blended learning solution significantly increases learner satisfaction and reduces overall training costs. Through comprehensive analysis of your training, workflow and processes, RPS experts prioritize and align skills to learning objectives in order to design a well-organized, streamlined learning curriculum that improves knowledge transfer and performance. RPS employs a patent-pending process and toolset that ensures each learning objective is aligned to an organizational objective and delivered in an efficient, cost-effective method, sequenced into lessons, modules and courses for optimum blend.
During development, Raytheon builds content objects in modular format to facilitate their seamless reuse and repurpose across multiple delivery formats. The result is an integrated design and development process where content is more rapidly produced, flexibly delivered and expertly blended.
RPS has gathered experience from a large variety of clients and perfected design processes, guidelines and templates to maximize training effectiveness. We integrate consistent, leading-edge training industry standards to produce the highest quality product using our flexible and adaptable processes and tools.
To provide the best learning results, our analysis and design process takes into account the learners, type of knowledge and skill, learning environment, geographical locations of the learners, infrastructure and more. These components must interact effectively to achieve the desired learning results. RPS applies a multi-tiered review process to ensure the instructional integrity of our courseware. During analysis and design, the RPS team works closely with our customer to align curriculum content with job requirements, corporate goals, regional needs and infrastructure constraints.
Once the learning solution is developed and implemented, we measure effectiveness to ensure that training continually delivers the right results.
Technology has revolutionized the way learning is delivered — over the web, on mobile devices and even in virtual worlds. RPS has extensive experience supporting a broad array of delivery methods and tools including e-learning, mobile learning, cloud learning and rapid content creation. We invest resources in the research and development of emerging technologies to explore new ways of learning, carefully considering their value against each customer's organizational readiness and infrastructure. Our analysis results in innovative solutions for every client, allowing us to increase the reach of learning to our audience and globally share work products and resources.
RPS considers learning governance instrumental to the design process. From our experience, a learning governance structure is typically composed of multiple levels of management within an organization. From the board level to the business area staff, each level of the Governance team addresses training from different business perspectives from which organizational goals are developed and flowed down. Executive levels direct business strategies and corporate goals, while the business area staff will incorporate requirements for new products and services.
RPS identifies and communicates long-range and annual training objectives to support the business plan. Examples of our customers’ training objectives include: regulatory training compliance or standards achievement targets, improvement of skills, defined learning priorities, training volume, target audiences and location activity.
Many customers will effectively hand over the management of all training-associated vendors to our Training Vendor Management team to reduce costs and ensure the best training suppliers. Following a detailed review and alignment of training and supplier strategies, we work with you to examine your existing supply chain framework. The governance process is well defined for the handover — some clients will want to be more "hands on" than others — and this establishes the infrastructure and processes that will enable us to assume training vendor management responsibility.