Training Needs Assessment : Assisting an Efficient Training Delivery Model

Our Client

Our client is one of the world’s leading providers of elevators, escalators, and moving walks, as well as maintenance and modernization services. They have a presence in more than 100 countries and employs more than 58,000 professionals. They specialize in the latest-technology engineering, as well as mechanical and microprocessor technology products designed and rigorously tested for safety, comfort, efficiency and reliability. Their products can be found in many well-known buildings throughout the globe, including office buildings, airports, shopping centres/retail establishments and specialty buildings

The Business Challenge

The global team was responsible for preparing the yearly training calendar for employees across the globe. However, the team did not have a consolidated visibility of the capabilities or competencies of the employees dispersed across various countries. Due to lack of this information, the global team found it difficult to plan training sessions effectively. Besides, most of their training was Classroom training. The team realized that a lot of money was wasted on training that was not required and instead they should invest in developing relevant trainings focused on building the necessary competencies.

Our client was looking at implementing a decisive learner-centric training design and training delivery model which could help employees undertake relevant trainings to enhance their performance.

Our Solution

Based on the requirement, DelphianLogic developed a custom ‘Training Need Assessment Tool’ with the following features:

Different ways of evaluating learners: The learners were assessed for various competencies through three types of evaluations ─ assessment in the form of MCQ/MRQ, face-to-face interviews, and on-the-job KPI feedback from Managers.

Detailed Individual Development Plan (IDP): A roadmap was generated for each learner which detailed out where they stood with regards to each competency. The IDP also presented priority-wise list of training modules that the learners needed to undergo in order to close their skill gaps.

Detailed Dashboards/Reports: Managers were able to get a holistic view of the status as well as the top training modules required by their team through detailed dashboards and reports.

Detailed Country-level Reports: The global team was able to fetch consolidated reports containing information about the learners, their Managers, region, country as well as their scores for each assessment, face-to-face interviews and KPIs.

Upload External Certification: Managers were able to upload external certification to learners if they had acquired any skills through external training on their own.