Our pedagogical engineering team provides services along three main lines:
- Modeling of knowledge and skills.
- Development of competency profiles.
- Design of customized training courses.
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Knowledge modeling
It can be too easy to assume that your company already has the skills it requires (after all, the proof is in the pudding) and that these skills will always be there. Perhaps this is because the company’s business processes are documented and/or older employees pass on their knowledge to new ones.
For the most part, however, this is a collective illusion.
In most organizations, knowledge is developed through technological advances, the implementation of new processes or simply through experience. The knowledge required to operate effectively in the real world is often a heterogeneous mix of formal knowledge and “tricks of the trade.”
This knowledge is complex, hard to acquire and difficult to express.
At the same time, it is necessary for employees to be able to model this knowledge in order to:
- anticipate the departure of a key employee (retirement, transfer, resignation, illness...), whose absence can disrupt the smooth operational running of the department, or even the entire organization.
- clarify a complex process and identify the activities needed to get the job done, by breaking down the tasks in a detailed and explicit manner.
- develop a concrete succession training plan.
- organize documentation in a company where knowledge evolves rapidly.
How to perform a knowledge model?
Our methodological approach allows us to extract the knowledge held by internal specialists in order to share it with other employees.
To achieve this, our pedagogical engineering experts work closely with the organization's key specialists to identify factual, procedural, declarative and strategic knowledge. Our expert then builds a detailed graphical model which is tested in the field, adjusted if necessary and, finally, validated.
This modeling makes it possible to explain the rules that allow internal specialists to make relevant decisions according to context, and make this knowledge accessible to the next generation of employees.
Example :
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Development of competency profiles
The life of a company is not linear. It can undergo a merger, a takeover, a rapid development, or simply a reorganization. When this happens, the answer to “who does what?” is not always so obvious. The need for a competency profile becomes quite clear when:
- the company has changed significantly and it becomes difficult to determine the detailed allocation of tasks.
- recruiting for a position is difficult because the associated skills are not clearly defined.
- annual evaluations are frustrating for both the manager and the employee, as they have a different perception of the required competencies and therefore the expected deliverables.
- employees are asking for training but, without clear profiles, it is difficult to validate what would be most beneficial to help them progress and to help meet the company’s objectives
- a certain mobility of the company’s resources is required but is difficult to achieve because of a lack of knowledge of the skills required for each position.
How do you establish a competency profile?
Technologia's specialists develop a competency profile, or even a matrix, for a given position by breaking down each competency into activities, and then each activity into its tasks. We also add the deliverables associated with each activity.
This allows us to offer solutions that, among other things, helps to:
- improve annual evaluations, thanks to a grid based on the key competencies of the position held.
- create relevant job offers, based on the needs and unique context of the company.
- clearly identify the competencies that a candidate should have when a position is opened, to ensure that they will meet expectations.
- build employee training plans that are aligned with given positions, career progression and the company's planned evolution.
The deliverable here is a detailed document of the skills related to the different positions.
Example :
Design of customized training
Why choose customized training?
Through pedagogical engineering, we are able to design and produce optimal customized learning solutions. To achieve this, we cover a complete range of services for companies: from pedagogical diagnostics, to the design and production of learning solutions, and the evaluation of skills. It is a turnkey solution that can be aimed at:
- meeting a very specific training need that cannot be found in a catalog of existing courses
- making up for the lack of quality among existing training courses
- developing a training program using a pedagogical formula that is better adapted to specific needs
- setting up a customized e-learning course
- improving existing in-house training courses
- adapting to a very specific target audience
An offer that is as close as possible to your needs
These pedagogical engineering services are offered as part of a complete package OR à la carte, depending on your needs.
- We conduct an in-depth analysis to describe the problem, the context, the clientele, the issues, the learning objective and the success criteria.
Deliverable: Diagnosis and solutions
- Based on the learning objective, we identify the list of essential knowledge to be provided through the training course. In collaboration with our experts, we create a knowledge model (or skills model, as the case may be), which takes the form of a graphic representation of the essential knowledge.
Deliverable: Knowledge or skills model
- Using the knowledge model, we define how to organize the content in order to achieve the learning objective. The architecture document includes the course thread, the learning units (LUs) and their respective objectives, the required knowledge and the course outline.
Deliverable: Architecture of the learning system
- This step defines what is covered in the learning units (LUs) to ensure that participants achieve objectives. For each LU, the instructional scenario describes in detail what the learner must do to acquire specific knowledge/skills and what the instructor will do to support the learner.
Deliverable: The instructional scenario
- Based on these scenarios, we produce the learning materials that will support the participants' work. This material essentially includes the instructions that will guide participants in completing the course, and is created with a view to ensuring that participants are as active and engaged as possible. For synchronous training courses, this material takes the form of a Participant Workbook. For asynchronous training courses, it instead takes the form of interactive multimedia material.
Deliverable: Teaching material kit
- The results of a training course can be evaluated from different angles: participant satisfaction, knowledge retention, transfer of learning to the workplace, improvement of skills—essentially, we want to ensure it has had an impact in the workplace. Adjustments to training can be made based on the assessments of this impact.
Deliverable: Evaluation report