|
Overview WTAA aims to make your training a high pay-off business investment. We view people development as an unrivalled path to sustained competitive advantage. Our training methodology involves 6 pillars:
|
||||||||||||||||||||||||||||||||||||||||||||
|
|||||||||||||||||||||||||||||||||||||||||||||
Training Needs Analysis WTAA conduct cost-effective and thorough training needs for businesses of all sizes and various industries.The range of methods employed include:
Planning Phase WTAA works in partnership with clients to develop meaningful and effective training strategies. An analysis of gaps between existing and optimal capabilities reveals areas for short-term training. Longer term training plans are guided by broader organisational visions and objectives. Training Implementation WTAA act as a conduit between the client and trainers. We leverage a select network of training providers which have been benchmarked for high performance and quality outcomes. The advantages for businesses of this approach include:
Training Review Reviews are conducted both during after training interventions. Mid-training reviews provide participants with the opportunity to reflect on individual development and identify areas requiring particular attention. These reviews also provide organisations with information about training quality. Post course reviews provide valuable data about learning outcomes and effective application of learning. ROI Analysis In his highly reputed book on evaluating training, Kirkpatrick outlines four levels of evaluating training - reaction, learning, behaviour and business results. WTAA evaluates training at all these levels and more - a 5th level of assessing return on investment. WTAA takes the view that businesses want to understand what return they are getting for the investments they put into training. In other words, 'What is the real bang for our buck?' Continuous Improvement The WTAA approach to workplace training is built around the drive for continuous improvement. The training cycle has the potential to constantly yield new insights which help direct future developmental needs and opportunities. A learning organisation embraces opportunities for future growth and challenges. When this happens, businesses unlock the enormous power of their most valuable asset - people. |
|||||||||||||||||||||||||||||||||||||||||||||
 |
