Other relevant applications

Corporate University Curriculum planning & Evaluation

The Challenge:
A large national bank acquired a newly-formed, wholly-owned subsidiary company that needed a comprehensive training needs assessment.

The Solution:
The entire project took less than 4 hours of participant time (two 2-hour face-to-face sessions on successive days).

The major methods used were :

• Concept mapping to map specific needs of the company over the next 12-18 months
• Pattern matching to assess need priorities, gaps and consensus within the company
• Action planning to develop a plan for addressing needs (e.g., what already exists, what can be provided off the shelf, what needs to be developed)

The Results:
The client received the following benefits:

• A detailed list of 164 training objectives
• A grouping of the training objectives into twelve training areas
• Prioritization of the training areas showing that the most important are Problem Management, Personal Skills, Leadership, and Management
• A comprehensive gap analysis showing that the objectives with the greatest gaps were: IP technology capabilities; pricing; managing performance; switching; product development skills; clearly defined order process for clients; professional sales proposals; ATM; productizing (turn what we have into products); and, know your client's business and business drivers. Details of the gap analysis may not be necessary.
• Identification of a major gap for in the Customer Service area, suggesting that the company should put considerable effort into this area in order to achieve its objective.
• A detailed action plan that described the specific training components that were needed to achieve each objective. This was subsequently provided to training developers and used as the specification for training outsourcing.