Signs your organisation may need this
Training is chosen from a catalogue, not from needs.
Attendance is counted but results are not.
Leaders are appointed without preparation.
Only compliance training is systematic.
Problems we address
No view of needs by job family.
Programmes that are not evaluated.
A budget spread thinly across many courses.
Trainers who are not prepared to teach adults at work.
Scope of work
Training needs analysis by role and level.
A learning roadmap or atlas.
Leadership development programmes.
Programme and materials design.
Train-the-trainer.
Evaluation.
How the work runs
Analyse needs
Link role requirements to current capability and identify gaps by job family.
Prioritise
Rank needs by risk and value, within the budget.
Design and deliver
Build programmes, prepare trainers and deliver the first cohorts.
Evaluate
Check reaction, learning, behaviour and results where data allows.
What you receive
A needs analysis report.
A learning roadmap or atlas for the roles in scope.
Programme designs and materials.
Trained internal trainers.
An evaluation plan.
What we need from you
Role owners to confirm needs.
Budget parameters and release time for participants.
A named owner of the learning roadmap.
How progress is judged
Coverage of job families by the roadmap.
Evidence of learning at the end of programmes.
Manager observations of behaviour change.
Use of the roadmap in the yearly plan.
Questions leaders ask
Can you analyse needs for hundreds of job titles?
Yes. Large inventories are grouped into job families and analysed with structured templates so that the result stays usable.
Do you deliver the training yourselves?
We can, or we prepare your trainers and suppliers. The choice depends on what builds the most lasting capability.
How do you evaluate results?
At four levels where data allows: reaction, learning, behaviour and results. The depth is agreed at the start.