Step 1: Identify the learning needs
Also known as Training Needs Analysis (TNA), this involves assessing all the training you require. You decide who needs training and what type of course is most appropriate. Then, depending on the detail, the TNA can simply be a short meeting or a longer, more formal study, as in the case of the SDT project.
Step 2: Design the training
We consider how best to achieve your learning objectives, as well as any limits, such as time or material. We consider which methods will meet your learners’ needs and make their training rewarding. We know people learn in different ways, but generally training works best when it’s applicable to their job. So we always use relevant case studies and exercises.
Step 3: Deliver the training
We may suggest a pilot course. This gives us early feedback from potential trainees and contract mangers, which we can then use to adjust the course before it goes live. If a pilot course isn’t necessary, we simply begin the training as designed.
Step 4: Evaluate the training
Obviously, it’s important you know the training is working. So we evaluate it by asking learners to complete a feedback form. They can tell us what was useful, and what they thought of the facilities and the trainer.
We also use the Kirkpatrick four-level feedback model:
- Level 1: Reaction
How favourable, engaging and relevant to their jobs was the training?
- Level 2: Learning
How much of the intended knowledge, skills, attitude, confidence and commitment did they get from the training?
- Level 3: Behaviour
How much of what they learned during training did they apply when back on the job?
- Level 4: Results
How well did the training and support achieve the required goals?