This service is divided into several components:
- Analysis of a business problem and diagnosis.
- Evaluation of the quality and effectiveness of an existing training program.
Analyzing and diagnosing the problem
Why conduct a training-needs analysis?
We all know that appearances are sometimes deceiving—the same is true when it comes to training. This means there is always a risk that you could invest in good training that will not necessarily generate the expected results, simply because it does not meet real needs. Although a company might be aware of a training problem that exists, it is not usually equipped to find a solution, most notably because:
- its view of the problem is biased by its interpretation of the facts
- training may not be the answer to the problem in question
- no one in-house has the pedagogical skills to conduct a thorough analysis
What are the benefits of an analysis?
In the short term, to validate if there is a real need for training.
In the medium term, once the need is confirmed, the analysis provides the keys for:
- improving and optimizing an existing training program
- finding solutions and areas for improvement
- ensuring that existing training complies with best practices
- relying on recommendations from experts in the field of technology-based education
This diagnosis helps managers make informed and cost-effective training decisions.
Evaluating the quality and effectiveness of existing training
Why evaluate the relevance of an existing training program?
The short answer is simply because there is something at stake! It may be that the program is not generating results, that the participants are not satisfied, or that the participants are satisfied but their manager is not, etc.
Unfortunately, it can often be difficult to precisely and objectively identify what the problem might be. Is the trainer failing to deliver the course effectively? Is the material not up to date? Is it the wrong audience? Or perhaps even something else?
What are the benefits of evaluating an internal training course?
Training is an investment that only pays off when participants develop their skills and, in so doing, help meet the company's objectives.
If training fails to achieve this, it is indeed a wasteful expense.
Evaluating or re-evaluating training is a good approach to use in order to:
- identify the causes of inefficiency
- improve and optimize existing training
- ensure that existing training applies best practices and meets standards
- rely on recommendations from experts in pedagogical engineering
Our training assessment report provides recommendations based on best practices in andragogy or techno-pedagogy. Corrective measures aligned with the organization's objectives are also offered.
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