Corporate Learning & Development Services Brochure

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Our services and approach are customized to reflect the individual and unique needs of each client. Services include but are not limited to the following:

Implementing On-the-Job Training? Are you considering implementing/expanding on-the-job training in your organization? Do your employees spend too much time in classroom training? Do you need more flexibility in your training program? This service enables clients to implement an on-the-job training program or expand/enhance an existing one.

On-the-Job-Training Deliverables:

Design and implementation of an on-the-job training program. Design and development of on-the-job training materials. Strategic plan for implementing an on-the-job training program. Evaluation report of a current on-the-job training program.

Implementing Employee Orientation / Onboarding? Do you have high turnover? Are new employees leaving before their probationary period has ended? Do you need to make new employees more productive quicker? Do new employees diminish the productivity of experienced personnel? This service seeks to enhance the acculturation and productivity of new employees in your organization.

Employee Orientation / Onboarding Deliverables:

Report recommending enhancements to employee orientation/new hire training program. Hard/electronic copies of employee orientation/new hire training materials.

Assessing Readiness to Become a Learning Organization Is your organizational culture conducive to effective learning? Do your organizational processes and structure support and foster learning? This service develops an action plan to enhance the organizational climate for effective learning.

Readiness to Become a Learning Organization Deliverables:

Inventory summary. Action plan for addressing issues and concerns.


Implementing Self-Directed Learning Are your employees taking responsibility for driving their own learning? Do they know how? Can your organization provide all the training all your employees ever need? This service helps organizations implement an effective program of self-directed learning for their employees.

Self-Directed Learning Assessment Deliverables:

Plan for implementing self-directed learning. Assessment of the readiness of employees to undertake self-directed learning. Workshop for training employees/coaches on how to become a self-directed learner.

Establishing and Aligning the Training Function Are you considering formally establishing a training or organizational learning function within your organization? Perhaps you wish to better align your training/organizational learning function with the company’s business goals and objectives. Or, you may be considering the consolidation of a decentralized training operation. If so, either or both of these services will help you accomplish your objective.

Establishing a Training Function Developing a Corporate Training Plan

Deliverables: An operational training department, including policies, procedures, strategic plan, etc. 12-24 month plan outlining and prioritizing specific training projects.

Enhancing the Effectiveness of Your Training Function Would you like to increase the learning efficiency and/or cost-effectiveness of your current training program(s)? If so, these services are designed to help you find solutions to your concerns.

Training Department Audit Training Program Audit

Deliverable: Report highlighting the strength/weaknesses of the training department/program with relevant

recommendations for action.

Performance Problems – Developing Customized Training Are you experiencing performance problems somewhere in your organization? Whether they are company-wide, divisional/departmental, or individual in nature, our services are designed to identify the source of the problem and recommend effective solutions. If you are looking for the design, development or evaluation of proprietary training curriculum/courses for your business, our design processes and expertise will meet your needs.

Performance Analysis Needs Assessment Program Design & Development

Deliverables: Report describing findings with recommendations for addressing issues and concerns. Hard/electronic copies of training materials; an evaluation report describing strengths and

weaknesses of the training program/course with recommendations for improvement.


On The Job Training

When done properly, on-the-job training is the most efficient and effective approach to workplace learning.

Unfortunately, OJT is not used optimally in most instances. While frequently used as a standalone approach to

training, it can also be a viable approach when blended with other methodologies. OJT can be monitored

effectively and used to ensure uniform and consistent training within a group or throughout the whole

organization.

Benefits of On-the-Job Training

Reduces training costs

Increases employee productivity most quickly

Provides training in the most timely fashion

Most responsive to individual employee learning needs

Avoids the need for classroom training

Compatible with all other training methodologies

Our services enable you to:

Meet the need for more timely training

Better integrate training into the workplace

Design and develop effective OJT training materials

Taylor training to the uniqueness of individual employees’ backgrounds

Consider OJT if you are concerned about:

Providing an efficient cost-effective alternative approach to your current training

Identifying those tasks/jobs/positions that are most amenable to OJT

Implementing/expanding OJT in your organization

Providing more flexibility in your training

Employees spending too much time in the classroom

Documenting your current OJT efforts

More effectively monitoring OJT throughout your organization


Employee Orientation / Onboarding

Research has shown that over 50% of new hires who terminate their employment before six or seven

months on the job, do so because of their perceived “bad” experience during the first and/or second day

on the job.

In addition to incurring the cost of recruiting, screening and hiring these hires, they most likely have not

reached optimal productivity. A double whammy for an employer! Most certainly, one or more current

employees have also seen their productivity impacted due to mentoring/coaching these employees.

An effective on-boarding program is a process, not an event! This service seeks to enhance the

acculturation and productivity of new employees to your organization.

Benefits of Effective On-Boarding:

Reduce new employee turnover.

Increase new employee productivity and reduce new hire “drag” on current employee productivity.

Make employee orientation a recruiting tool.

Ensure uniformity and consistency in on-boarding across group/enterprise.

Ability to effectively monitor new hire’s performance during probationary period.


Design a new or redesign an existing on-boarding program.

Identify ways to make your existing on-boarding more efficient/effective.

Merge/integrate isolated on-boarding efforts in one effective integrated program.

Integrate on-boarding with on-going training and development programs.

Create uniform on-boarding policies, processes and training materials.

Consider our on-boarding services if you are concerned about:

New hire turnover

Low productivity

Not having a formal on-boarding program

Having too many individual on-boarding efforts

Assessing the effectiveness current on-boarding efforts

Incorporating a certification processes in a current on-boarding program


Assessing Readiness to Become a Learning Organization

Is your organizational culture conducive to effective learning? Do your organizational processes and

structure support and foster learning? This service develops an action plan to enhance organizational

climate for effective learning.

What this service addresses:

Assesses seventeen factors critical to the success of learning in organizations.

Alignment of learning with business goals and objectives.

Enhancing learning as a cultural value.

Benefits:

Identify key factors requiring change to better support learning in your organization.

Develop an action plan for enhancing key factors requiring change.

Gain key stakeholder support for specific learning initiatives.

Questions and issues addressed by this service:

1. Does your organizational culture effectively support training?

2. What can you do to make your training more effective?

3. How can you encourage learning in your organization?

4. Is your organizational climate conducive to learning?

5. Are key stakeholders in agreement as to how to best enhance learning in your organization?

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Self-Directed Learning Assessments

Are your employees taking responsibility for driving their own learning? Do they know how? Can your

organization provide all the training all your employees ever need? This service seeks to help

organizations implement an effective program of self-directed learning for their employees.


Cost-effectively address individual career development plans.

Identifies where self-directed learning would be most appropriate.

Assesses the readiness of employees to undertake self-directed learning.

Develops a strategy for implementing self-directed learning in your organization.

Training employees to be self-directed learners.

Benefits:

Reduce your training costs.

Identify and retain your star performers.

Motivate employees.

Compile documentation of learning.


1. Is self-directed learning a viable approach for your organization?

2. What is an effective strategy for implementing self-directed learning in your organization?

3. How would self-directed learning work in your organization?




Implementing a Training Function

Many young and growing companies suddenly find themselves confronted with an urgent need to

formalize their training efforts. Informal coaching/apprenticeship type training conducted by individual

departments no longer suffices.

There is now a need for training that is uniform and consistent throughout the organization so

management can be assured that employees know the standards of excellence expected of them.

A formalized training function is required to achieve this.

Benefits of a formal training function

Train by design, not by accident

Avoid unnecessary duplication and redundancy of training efforts

Centralize responsibility and accountability for training

Staff with professional workplace learning specialists and administrators

Uniform and consistent training programs

Centralized tracking of training efforts (e.g., course completion, participant certifications, etc.)


Properly organize/structure your training function

Select/hire training staff, both internal and external to the organization

Create and implement training policies and procedures

Mentor selected staff as needed

Prepare initial training department budget

Create initial training materials

Consider formalizing your training function if you are interested in:

Providing consistent and uniform training throughout the organization

Establishing responsibility and accountability for training in the organization

Controlling the costs of all your training efforts

Raising the prestige of training within the organization


Corporate Training Plan

Most CLOs are over whelmed with incessant demands for services. Some demands are anticipated, many

not. As a result, CLOs have little, if any, time conducting short-term planning, much less strategic

planning. In some cases, such as an acquisition of another business or the integration and merger of two

or more internal training efforts, strategic planning becomes an absolute necessity.

When done, strategic planning is invaluable in effectively managing the training function. The larger the

training function, the more valuable the strategic plan.

Benefits of a strategic plan

Brings focus, clarity and order to the training effort

Establishes credibility of the training function in the C-Suite

Sets the direction and tone for learning in the organization

Ensures training is aligned with the goals of the business

Facilitates achieving the goals and objectives of the training function

Engenders support of internal clients

Provides continuity in training efforts from year to year


Build support with internal clients as well as senior management

Rationalize and articulate the need for budgetary and personnel resources

Properly prioritize organizational training needs

Estimate time, cost and resources in meeting specific training needs over a multi-year period

Anticipate enterprise wide demands for training

Consider a strategic training plan if you are concerned about:

Merging/consolidating training functions

Needing to more effectively manage the training function

Wanting to be more proactive and less reactionary

Meeting your company’s increased growth and associated training needs


Training Department Audit

Would you like to increase the learning efficiency and/or cost-effectiveness of your current training

program(s)? If so, our training department audit services are designed to help you find solutions to your

concerns.


Analyzes the organization, management, and administration of the training department and suggests how

it can be made more responsive and cost-effective.

Benefits:

Justify the need to change (or not change) your training organization

Eliminate waste/inefficiencies

Adopt management best practices

Maximize available resources

Bring training into the mainstream of the organization


1. Do you have sufficient resources to achieve your training goals?

2. Are they the right resources?

3. Do you need more dedicated resources?

4. Is your training department consulted/included in major business decisions?

5. Are training positions/assignments perceived as desirable?

6. Are training positions/assignments considered career enhancing? Career limiting?

7. Are you utilizing your resources to the fullest extent?

8. Do you have the right mix of resources, e.g., in-house vs. out-sourced?

9. Would you like your resources to result in more/better training?

10. Do you have training policies and procedures?

If yes, are they

o Documented? o Comprehensive and cover all aspects of your training, e.g., classroom training, distance learning,

self-directed learning, etc.? o Clear/effective? o Up-to-date? o Known/familiar to your employees?


Training Program Audit Services


Assesses the effectiveness and efficiency of current training courses and programs to ensure they meet

organizational needs and goals.

Benefits:

Adopt conduct/delivery best practices

Align training with business goals

Maximize training technology

Integrate training into the daily work of the organization

Ensure the transfer of learning to the workplace/job

Identify critical areas in need of improvement


1. Is your training program integrated into the daily operations of the business?

2. Is your training aligned with your business plan/goals/strategy/mission statement?

3. Can employees articulate the training philosophy of your organization?

4. Does your training compare favorably with the training standards of your industry?

5. Do you know how your training is perceived by employees? Management?

If so, is your training perceived positively?

6. Do line personnel call upon training expertise when there is a performance problem?

7. Is your overall training program effective?

8. Is your training program being managed/administered effectively/efficiently?

9. Is your organization recognized in your industry for its innovative training processes?

10. Is attending your training courses perceived as time well spent?


Employee Performance Analysis

Are you experiencing performance problems somewhere in your organization? Whether they are

company-wide, divisional/departmental, or individual in nature, our services are designed to identify the

source of the problem and recommend effective solutions.


Identifies performance-based problems and pinpoints those problems that can be addressed through

training.

Describes what people are not doing correctly or efficiently that must be improved to increase

productivity, response time, customer satisfaction, etc.

Helps determine if existing training is relevant.

Sets the direction for future training design and development

Benefits:

Recognize when training is NOT a solution

Avoid unnecessary training

Identify unknown or confirm suspected performance problems

Train only when necessary


1. Are your individual training courses effective?

2. Are new learnings (skills and knowledge) from your training actually transferred to the job/work place?

3. Does your training actually correct/prevent/alleviate performance problems?

4. Are you using the most effective instructional strategies and delivery systems?


Needs Assessment

Training needs assessments is an umbrella term for a variety of efforts aimed at determining what type of

training is needed by the employees of a company or group(s) within the company.

Assessments can be large or small, time consuming or short-term, broad or narrow (in terms of audience)

and general or specific (in terms of subject matter.) What’s critical in conducting any assessment is that it

is properly focused and conducted with the correct audience. In other words, asking the right questions

of the right people. While experts have role to play in identifying training needs, the most critical group

are the learners themselves. Without their input, the value of any assessment drops significantly.

Benefits of a needs assessment

Accurately identifying who needs to learn what

Minimizing waste of training resources by developing specific training materials/teaching only what

needs to be learned

Builds support/credibility for the training function


Develop a focused needs assessment

Recognize when training is NOT a solution

Avoid unnecessary training and train only when necessary

Identify unknown or confirm suspected performance problems

Describe what people are not doing correctly or efficiently that must be improved to increase

productivity, response time, customer satisfaction, etc.

Elicit sensitive feedback using a neutral, third-party

Consider a needs assessment if you are concerned about:

Ensuring the correct focus (content and audience) of your training

Increasing the effectiveness of your training

Identifying performance-based problems that can be addressed through training

Ensuring training actually corrects/prevents/alleviates performance problems

Ensuring learning is actually transferred to the job/workplace


Training Program Design Services

If you are looking for the design, development or evaluation of proprietary training curriculum/courses

for your business, our design processes and expertise will meet your needs.


Creates programs with input from subject matter experts so the final result reflects the special needs of

your business.

Takes into account the nature of the audience, resources available, and culture of the organization.

Includes evaluation of the training to ensure it is effective.

Benefits:

Adopt design and development best practices

Supplement/complement your training staff

Meet new/revised project deadlines

Assume new/additional training responsibilities/assignments

Use training technology appropriately

Determine training ROI

Determine effectiveness/efficiency of your training

Supplement/complement training staff


1. Do you evaluate your training?

2. Is evaluation conducted systematically and consistently?

3. Does your evaluation process provide you with meaningful feedback?

4. If yes, do you utilize this information?

5. Are you satisfied with the metrics you utilize?

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Corporate Learning & Development Services Brochure

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