In addition to our cutting-edge cloud-based training platform Courseplay, our company offers custom content development solutions to clients. As each client and their requirement is unique, we handpick a talented team of instructional designers, project managers, content developers, graphic designers, voice-over artists and other vendors based on the project requirement.
Creating training content is not as simple as many people think. After performing a preliminary training needs analysis, we outline the scale and scope of the solutions required and then start gathering detailed requirements. Inputs from the client as well as the end-users are factored in at every step. After the detailed requirements are gathered, we will provide a project outline with detailed commercials and timelines.
Step 1: Training Need Analysis
The first question we try to answer is: What does the client need?
Our primary goal is to understand what business challenges the client faces, the existing competency level of their employees, the changes expected from the training program, and the ‘on-the-job behavior’ expected from employees after the training. Sometimes the client doesn’t just need to train their employees but also their vendors and customers. We gather the necessary data to compile a detailed report, which forms the core of our training program. We also conduct surveys to measure the real impact of our program for our client.
Step 2: Training Solution Report
Next, a detailed Training Solution Report is prepared that covers all the problem areas at the organization. The plan provides a step-by-step outline and session plan for all training modules. We also make a note of the expected changes in the organization.
Within the report, we also provide details about which custom courses we recommend the client to create and which generic courses they can license from our Course Marketplace. Detailed deliverables, commercials and timelines are shared.
Step 3: Developing Custom Content
With a green light from the client, we start creating and rolling out courses. We use lean instructional design methodologies to guide the content creation process. What’s more, we can also create mini refresher courses for learners to refresh their knowledge after the training program has concluded.
Content design for our courses are based on different levels of Bloom’s Taxonomy and structured using Gagne’s Nine Levels of Instruction. We provide training analytics based on Kirkpatrick’s Evaluation Principles. All course material stays with the client perpetually.
Step 4: Course Delivery
In case the client is not using the Courseplay Online Training Platform, the delivery ends here. In case the client is using our platform, we can deliver additional services. After rolling out the training program on our online platform, trainers can continue to be involved in the training process in the following ways:
- Regular check-ins with the primary contact and the heads of departments
- Addressing questions, comments and concerns on the course forum
- Conducting workshops and seminars for the course on-site
- Providing any other training support to the client with relation to the training program
Step 5: Delayed Impact Analysis (Optional)
We measure impact of learning 28 days after the training process is completed and once again 6 to 8 months later. We compare the results of the surveys conducted during Step 1 with the results after the training program has been rolled out. The changes observed at the workplace are measured along with the overall improvement in individual and group performance. A post-training evaluation report is generated and made available to clients for them to analyze the effectiveness of the training themselves.
In keeping with Kirkpatrick’s principles, a Courseplay-specific Participant Feedback Form (PFF) is provided. Here, participants record their perceptions by answering three questions each for each of the four levels. The four sets of questions deal with:
- The degree of overall satisfaction with the training
- The degree of learning acquired from the session
- The degree of on-the-job implementation of learning enabled by the program
- The degree of on-the-job results enabled by the program
During this period, the entire program is still available for staff to refresh and retain their knowledge. Our analysis goes beyond the course content to cover the learner’s change in productivity and measures real business results.
Step 6: On-the-job Coaching (Guidelines only)
Sometimes, external and work-related factors create obstacles for participants. In such cases, based on the post-training evaluation report, a plan is prepared for further on-the-job coaching. The plan is approved by the client before being implemented by our Training Solutions team.
Such on-the-job coaching aims to facilitate the conditioning of the skills learnt. This process helps employees retain their learning and apply it to real workplace situations. Further, they are motivated to overcome work-related challenges, even as our Training Solutions team provides opportunities to enhance their takeaway from the training.
Step 7: Post-Coaching Evaluation (Optional)
Our commitment doesn’t end with the above processes. Over a period, our Training Solutions team regularly measures the results of the coaching to ensure that participants have fully absorbed their learning into their style of working.
Measuring – or evaluating – the impact of training is almost as important as the training itself. If the training has been successful, the organization should be able to see returns on its investment within a reasonable span of time. Training is effective if it results in improved productivity, sales, customer retention, and most importantly, profits.