Training Needs Analysis, Design, & Delivery

Training Needs Analysis

    Needs analysis is an important first step in identifying what the scope of any training should or should not be.  Typically, the analysis begins by asking the client to identify a certain set of behaviors that they want to have performed within the organization.  MRC will assess the competency of employees to determine the degree to which these employees are capable of performing in the desired fashion.  The "gap" between needed capability and present capability will provide the foundation for the scope of any training that is provided by the organization.  This training scope can be prepared to identify the objectives, content, timing, and stricture of future training within the organization.

    Training Needs Analysis provides a tool for providing relevant, non-redundant, and cost effective training. Misty River Consulting is prepared to assist you in this endeavor.

Comprehensive and Relevant Training Design

    Training can be designed from scratch to accomplish the training objectives. In addition, other "off the shelf" resources can be pulled together and tailored for your specific needs. For example, new “greenfield” facilities may need a comprehensive design approach to their technical and social training objectives depending on the technology and capability of vendors to provide needed component training. On the other hand, "off the shelf” resources can be pulled together and tailored to the specific training scope that your organization has in a much more cost-effective manner. Misty River Consulting (MRC) can and has done both.

Dynamic and Engaging Training Delivery

    Comprehensive training delivery is available from Misty River Consulting, that when combined with the appropriate organizational development work, leads to changes in behavior that improves overall organizational performance. Courses that MRC can provide can be custom designed or pulled together from multiple sources. "Train the Trainer" courses can be developed for all course work so that the organization has the self-sufficiency to carry on the training.

The Problem With Training

    Training in and by itself is usually a waste of time.  Training itself does not usually change the behavior of participants.  Implicitly, training can impart knowledge and/or develop skill, but without an accompanying behavioral expectation, a supporting infrastructure, and a set of behavioral reinforcers that enables the utilization of these new competencies, behavior will remain the same.

    Given this fact, training should be seen as one step in a larger process that focuses on changing behavior.  Work will have to done that includes:

    If this process is put into place, real behavioral change is highly likely and quite rapid.  However, if one just uses training as the catalyst for change, usually the desired behavior will not show up.  Participants will not feel compelled to utilize their new skills or knowledge for many reasons that include:

    As result, very little return on investment from training can be expected.  Remember, training is usually the easiest part to changing behavior when it is part of a larger process.  But, training is usually not the most significant step of that process of behavioral change.

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