netlogx’s wealth of knowledge and expertise will guide you through the planning, development and delivery of a training and education program that provides real value.
We know that a well-trained employee is motivated and productive. There’s no room for guess-work because they understand their jobs from end-to-end and they perform consistently and efficiently.
Training capability statement
- Modular approach
- Minimal time spent ‘off the floor’
- Quick return to pre-implementation metrics
The only reason why you’ll ever want to create a new system, process or line of business is because it will have a positive impact on your organization. To make this impact stick, you need to train your people in the right way so they know the benefits the new process will deliver and ensure they’ll want to work with it.
netlogx’s experts have a wealth of knowledge in the fields of instructional design practices, adult learning theory and classroom facilitation. They can stand side-by-side with you to deliver training, or they will guide your trainers through the process of getting the message across to your team. Your training schedule and resources are safe in their hands, because they want your project to succeed as much as you do.
That’s why we at netlogx make sure our program training is engaging and ends with every single participant wanting to embrace change. We will focus your team’s attention on the tasks they’ll need to do once your project is up and running rather than simply telling them how a new system, program or legislation will work.
It’s all about making the training relevant to a person and the job they do. They’ll receive full documentation that will guide them when they’re left to work on the new process outside of the classroom, with training manuals for instructors and participants, desk-level procedures and job aids all there to give you and your team the confidence you need to progress.
performance management specializations
Course design development breaks down an organization’s training needs into manageable components to be delivered as courses. Course design identifies the performance goals and objects for each course along with any additional course characteristics that will support creating the optimal learning experience. Course paths are created so the user can complete “assignments” at their own pace, or in a more structured environment. The focus is always on the desire to maintain or improve knowledge and skills.
Content development builds upon the course design by identifying and developing the information that needs to be delivered to build the desired skills. The guidelines specify the optimum desired outcome based on company goals and priorities. In addition to business needs and course objectives, content development considers the audience, most likely adult learners, and so is informed by adult learning principles.
In today’s fast-paced technology-driven world, trainers have a variety of delivery vehicles and methods for offering course material to trainees. Planning course delivery considers the technology and methods available to the organization while bearing in mind the organizational culture. Some organizations prefer delivery training delivery via traditional classroom approaches while others adhere strictly to e-learning approaches. Planning course delivery means finding the right mix of delivery methods to successfully meet the needs of the organization and trainees.
Training can fade from memory over time if not utilized. FAQ, Job Aids, and How-To’s maintains a catalog of documentation that is assessed regularly on a defined schedule. These act as a refresher for learning, help train small changes in processes or procedures and clearly define specific repeatable steps to prevent task error. They provide the right amount of information when needed to perform job functions.
Training needs analysis develops a road map for achieving successful training. The analysis identifies organizational goals and objectives, the skills necessary to meet those goals and objectives, and conducts a gap analysis to compare current skills to future skills required. The analysis also helps identify the type of training that will best suit the client’s needs. The information gathered is used to develop a training plan for achieving the desired outcomes.