Based on client request we begin accumulating information through various techniques and proven methodologies to measure projected desired results from current skill sets. Our Industry Experts meet one on one with the Development Managers, Network Managers, Business Analysts and other key personnel to gain insight into the current client architecture, culture, technology trends and usage within the organization. It is from this initial requirements gathering that we start to build the foundation.

• Direct observation
• Questionnaires
• Consultation with persons in key positions, and/or with specific knowledge
• Interviews
• Tests
• Previous consulting records & reports
• Work samples

Depending on the requirements, some or all the following areas will be addressed in the documentation.

An analysis of the business needs or other reasons that training might be the required solution.

• Is training the proper solution for clients requirements?
• Why a training program is seen as the recommended solution to a business problem?
• What the history of the organization has been with regard to employee training and other management interventions?

Analysis dealing with potential participants and SME’s involved in the process.

• Who will receive the training and their level of existing knowledge on the subject?
• What is their learning style, and who will conduct the training?

Analysis of the tasks being performed. This is an analysis of the job and the requirements for performing the work. Also known as a task analysis or job analysis, this analysis seeks to specify the main duties and skill level required. This helps ensure that the training which is developed will include relevant links to the content of the job.

Analysis of documents and procedures used on the job. This analysis answers questions about what knowledge or information is used on this job. This information comes from manuals, documents, or regulations previously established by the organization. It is important that the content of the training does not conflict or contradict job requirements. Or that it is clear from the onset that these will be newly defined. An experienced worker can assist (as a subject matter expert) in determining the appropriate content.

Analysis of whether training is the desired solution. Training is one of several solutions. However, it may not always be the best solution. It is important to determine if training will be effective in its usage. Or in addition to Training, Consulting and or Mentoring (either internal or external) may be needed.