STEP 1 - Training Need Analysis (TNA)
Why does the client need this particular programme?
We try and understand what business challenges the client faces, the existing competency level of their employees, the changes expected from the training, the 'on-the-job behaviour' expected from participants after the training, and so on. NST even goes a step ahead by validating this information with the process owners. Finally, a detailed TNA report is prepared which forms the core of the training methodology.
STEP 2 - Designing an UNISOFT Training Solution.
Next, a detailed NST is prepared that covers all the problem areas of the organization vis-à-vis the participants.
The plan provides a step-by-step outline and session plan for all training modules.
A specific note on 'Training Objectives' details the expected changes in participants' behaviour after the programme.
STEP 3 - Developing customized content.
NST's Learning Services division creates content tailored to a specific programme, for a specific audience.
International design methodologies and Learning Analytics are used to guide the content creation process.
What's more, specially created learning aids are provided to the trainer and to the participants so they can refresh their knowledge even after the training has concluded.
STEP 4 - Trainer certification.
All NST trainers go through a rigorous internal training programme. Only if they deliver on each of the stringent parameters of evaluation are they certified as Unisoft Trainers.
Even before their very first deployment, NST trainers undergo an industry vertical as well as a project certification.
NST trainers are put through three levels of Trainer Certification before they are allowed to conduct programmes for our clients.
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A1 level: |
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First level of certification on Unisoft Training Solutions standards of delivery and facilitation skills |
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A2 level: |
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This level deals with Product Certification on standard Unisoft content and training delivery |
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A3 level: |
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The third level of certification - Project Certification - is on specific client projects and client industry domain knowledge |
STEP 5 - Trainer deployment & training delivery
NST has a pan-India presence in training deployment.
NST has a training network that delivers qualified trainers, training infrastructure and training collaterals to any part of the country. Each of our locations has a dedicated team of project managers and project coordinators who manage training rollouts .
STEP 6 - Post-training field evaluation.
With the help of Learning Analytics, Unisoft Technologies measures the impact of learning after the training process is completed.
The changes observed at the workplace are measured as is the overall improvement in individual and group performance.
A post-training evaluation report is generated and made available to clients for them to analyze the effectiveness of the training.
STEP 7 - On-the-job coaching.
Sometimes, external and work-related factors create obstacles for participants. In such cases, on the basis of the post-training evaluation report, a plan is prepared for further, on-the-job coaching. The plan is approved by the client before being implemented by NST.
Such on-the-job coaching aims to facilitate the conditioning of the skills learnt.
This process helps employees retain their learning and apply it to real workplace situations.
Further, they are motivated to overcome work-related challenges, even as Unisoft Technologies provides opportunities to enhance their takeaway from the training.
STEP 8 - Post-coaching field evaluation
NST commitment doesn't end with the above processes. Over a period of time,
NST regularly measures the results of the coaching
to ensure that participants have fully absorbed their learning into their style of working.
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Customized content development
Creating content tailor-made for a client-specific training program is our forte. |
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NST has over 9 years’ expertise in developing quality content, having done this for its retail businesses, for example, computer education and multimedia & animation. |
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NST brings to bear this very experience and the same processes in creating content for its corporate training programmes. |
Training evaluation
The proof of the pudding lies in the eating. So too, the proof of training lies in its effectiveness. Which is why, measuring – or evaluating – the impact of training is almost as important as the training itself. |
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If the training has been successful, the organization should be able to see returns on its investment within a reasonable span of time. |
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| Training is effective if it results in improved productivity, sales, customer retention, profits, etc. |
NST's performance evaluation.
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NST uses Learning Analytics to measure the impact of learning, post-training |
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Changes at the work place are measured as is the overall improvement in individual and group performance |
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A post-training evaluation report is generated and made available to the client for analysis |
How does it work?
In keeping with Kirkpatrick’s principles, an NST's specific Participant Feedback Form (PFF) is provided. Here, participants record their perceptions by answering three questions each for each of the four levels.
The four sets of questions deal with:
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The degree of overall satisfaction with the training |
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The degree of learning acquired from the session |
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The degree of on-the-job implementation of learning enabled by the programme |
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The degree of on-the-job results enabled by the programme |
The twelve questions are randomized and arranged in such a way that participants do not realize which questions belong to which category. Once the participants answer these questions, the findings are collected and represented as the NST's Performance Analytics graphic. This graph too is provided to the client to demonstrate the programme effectiveness.
Post-training evaluation
For training to bring real results, its impact has to linger for long. To ensure this, NST takes the training evaluation one step further.
21 days after the programme has been delivered, NST revisits the participant and administers the same tests to measure how much of the training has been retained by the participant.
Research has proven that if an adult practices a particular skill for 21 days, then it becomes a habit. This is why NST re-evaluates training effectiveness after a 21-day time lapse. This second outcome too is shared with the client.
On-the-job coaching
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On the basis of the post-training evaluation report, NST drafts a plan for on-the-job coaching |
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The client approves the coaching plan |
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The coaching is targeted at resolving external and work-related factors that could be creating obstacles in implementation of training |
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NST on-the-job coaching also puts into place a process that encourages learning retention |
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Employees are motivated to overcome work-related challenges and opportunities are provided to enhance further learning |
Post-coaching evaluation
After the on-the-job coaching is completed, its results are again measured to ensure that participants fully absorb the learning into their style of working, over a period of time.
NST bases both, parts of its content development process as well as its post-training evaluation, on Kirkpatrick’s Summative Evaluation Principles.
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