Explore is a team of senior learning and development professionals, who migrated from their jobs to do what they believe and specialize in – help you achieve permanent, measurable improvement in performance and a positive impact on the business outcomes.

 

Training needs analysis

EXPLORE

 

Explore has considerable experience of successfully employing the accepted techniques applied to the development of training systems, including the Systems Approach to Training

Basis TNA we provide you the blueprint of your exact needs including

1. Recommended learning outcomes,
2. Content they “need to know” and “need to access”
3. Guidance for training design and delivery,
4. Ideas for training evaluation,
5. If a non-training solution is a better alternative and
6. Organizational factors that will likely facilitate or hinder training effectiveness.

 

In one of the programs we had hotel managers attending a two-and-a-half-day management training program. We found that managers’ organizational commitment and perceptions of support and recognition predicted pre-training self-efficacy (i.e., the belief that they can perform the task), which in turn was related to their motivation to learn.

In another organization we found that online learners had a higher motivation to learn when they perceived environmental conditions such as time and Internet access as learning enablers (rather than as barriers).

The results of the organizational analysis are used to decide how to best position training within the organization to maximize trainee motivation and training success.

Person analysis. with limited resources, training can be targeted to those with the largest gaps between actual and needed competencies.

We involve encourage supervisors, mentors, and team leaders to have effective conversations with trainees prior to training. These individuals should be involved early in the needs assessment so that they understand the need for training and can provide accurate, motivating information about the training.

conducting a person analysis: Determine who will most likely benefit from training and whether training content or methods must be adapted for particular learners. In particular, older learners will likely require self- paced or well-structured training to maximize learning gains.

In sum,

At explore, TNA is a must. It is the first and probably the most important step toward the design and delivery of an effective training.

The learning climate

We believe in giving advance notification of forthcoming training program to participants that highlights “follow-up” but never oversell or create false expectations. Training that is described as an “opportunity” rather than as a “test”.

We provide participant’s supervisors with information they need to (a) guide trainees to the right training, (b) clarify trainees’ expectations, (c) prepare trainees, and (d) reinforce learning objectives.