We pride ourselves on a highly consultative approach to designing training. Even where a client has identified a particular need, we go to considerable trouble to establish what the client is looking for by way of changes to skill and knowledge, and how the outcomes will be measured in the workplace.

Of course, training needs analysis can be carried out on a stand-alone basis as a support to a major project or to establish the viability of new work based processes.

Training needs analysis example

A training needs analysis was successfully completed for a new point of sale system to be implemented by large mortgage lender. This required:

• Establishing which departments would be affected by the change.
• Reporting on knowledge and skill gaps of the individuals involved.
• Designing appropriate training in new processes and systems.

Design consists of finding the most economic and effective way of delivering the message.

This could include use of distance learning books, e-learning, projects and face to face delivery. Written modules become the property of the client who can choose to deliver them in-house in future or contract with us.

Training design example

An insurance company was making a significant step into the change of direction by entering the enhanced annuity market for the first time. They wanted a general awareness campaign for the all staff, product knowledge and process training for back office staff plus a good grounding in pensions and the financial services environment for newly recruited broker and inexperienced consultants.

Training was constructed as follows:

• Two hour awareness sessions for staff not involves with pensions.
• Distance learning material validated with on-line testing for technical staff and broker consultants.
• 4 day's face to face training for technical staff which included processes and simulated activity.
• 10 day's face to face training including market awareness, practical activity and pensions consolidation.

We have successfully delivered both in-house and personally designed knowledge and skills training in a style determined by the subject and the needs of the group.

This has ranged from relatively junior staff or inductees through to experienced sales staff and senior managers.

This starts with ensuring that the candidates have been properly prepared for the training. Following training delivery, feedback is collected and provided to the client along with recommendations on any future activity.

Training delivery example

Non-executive directors for a retail broking house identified that written communications did not show the company in a good light.

Following extensive consultation and making use of examples provided by the company, the following training was delivered:

• Provision of a “Style Guide” to be used across all departments.
• Half day training to introduce the style guide, cover major issues and provide practice.
• More detailed training for staff dealing with claims and complaints in formulating written correspondence.