Consulting and Collaboration
One of the key areas of differentiation for TrainOne is that we are recognized as more than a training and technology company. Our greatest successes for clients have been through solid, strategic alliances tied to a common vision, solid plan, and business metrics. We get to know our partners’ culture, products, services, and customers in-depth.
TrainOne prides itself on co-developing materials through a close partnership with our clients. TrainOne uses a proven discovery process and the ADDIE model to adapt materials. Main steps include:
- Focus group with top performers to determine lead competencies and start to gather real-world examples to anchor training. What does success mean today – and in the future given trends in the company/industry/products/customers?
- “Voice of the customer” interviews to provide external perspective, validation and additional real-world content. We recommend video interviews of associates and customers that can be used in the courses and as additional background information.
- Review of existing documents related to training, performance, competency models, and measurement.
Measurements Create Work
TrainOne is committed to determine the most efficient and effective ways to measure training results. We developed and follow a Continuous Learning Model that drives a Closed-loop Performance Measurements process.
The model aligns training and learner’s job performance with business goals. The result is increased profitability, improved quality, increased market share, customer/employee retention, and customer loyalty. It provides a blueprint for industry recognized measurement methods and tools such as Kirkpatrick/Phillips models, balanced scorecard, the REPS model (Revenue, Expenses, Productivity, Stakeholders), etc.
The main goal of the Closed-loop Performance Measurements Process is to ensure measurable business impacting actions are taken by the organization and then validated to promote repeatability. The process is triggered by first assigning a qualified and committed champion to plan and manage the definition and implementation of each measurement. The champion is responsible for driving the continuous improvement process.
The standard approach is to implement measurements in multiple phases based on the maturity of the organization and its processes and tools. The first phase typically focuses on driving training compliance/adoption (Kirkpatrick levels 1 and 2). Learners have to first participate in the training before becoming effective. Once a desired compliance level is attained, the organization shifts to higher-level maturity measurements focused more on business and financial results (Levels 3, 4, and 5). At these levels learners are making the desired behavioral changes and generating business impacting ROI results from their actions.