Training Solutions Design
Identifying Critical Areas in the Training Value Stream
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 evolves 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 — whether you require business process modifications, technology implementation or learning support — RPS experts identify and determine the shifts and changes that are required to achieve your strategic goals, regardless of the variables involved.
Data helps target specific performance areas 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.
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.
Through comprehensive analysis of your training, workflow and processes, RPS prioritises and aligns skills to learning objectives in order to design a well-organised, streamlined learning curriculum that improves knowledge transfer and performance. RPS employs a process tool set that ensures each learning objective is aligned to an organisational objective and delivered in a modular format to facilitate seamless reuse and repurpose capabilities across multiple delivery formats.
To provide the best learning results, our analysis and design process takes into account the learner's knowledge and skill levels, learning environment, geographical locations, site infrastructure and more. These components must interact effectively to achieve the desired results. RPS applies a multitiered review process to ensure the instructional integrity of our courseware.
Once the learning solution is developed and implemented, we measure effectiveness to ensure that training continually delivers the right results.
Technology has revolutionised the way learning is delivered — over the web, on mobile devices and even in virtual worlds. RPS has extensive experience in supporting a broad array of delivery methods and tools, including e-learning, mobile learning, cloud-based 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 organisational readiness and infrastructure.
RPS considers learning governance instrumental to the design process. From our experience, a learning governance structure comprises multiple levels of management within an organisation. From the board level to the business-area employees, each level of the Governance team addresses training from different perspectives from which organisational goals are developed and flowed down.
RPS identifies and communicates long-range and annual training objectives to support the business plan. Examples of the most common training objectives we encounter include:
- Regulatory training compliance or standards achievement targets
- Improvement of skills
- Defined learning priorities
- Training volume
- Target audiences
- Location activity