Member Since: 23rd Nov 2005
Cyber security talent development. Defining staff training requirements to fulfill large scale cyber security programme. Stakeholders liaison at all levels. Training planning and Assessment of training programmes and providers. Identifying and managing a team of training adjuncts for our US centres of excellence in the UK.
Learning & development consultant Contract L&D Consultant
My discussion replies
5th Sep 2016
As part of most bids we try to include CBT embedded with on-line tutorials and linked to on-line help which is great if it is accessed effectively and sold to the users correctly. the control of much of it is out of our hands relatively quickly. it is highly effective as you say, and about as close as we are allowed to the YouTube world.
5th Sep 2016
Thanks for spending time to answer.
I have been thinking about this one a fair bit since I posted it and what you say - "...what new/improved/different performance the learners need to achieve and how that is achieved in total" - agrees with my thoughts. So far so good. I also like the New World Kirkpatrick Model which had passed me by, thanks for that. In a nut-shell; the cost of training design is not affected in any great deal by a full TNA.
However, and at the risk of starting a whole new discussion, my problem starts with your absolutely correct statement that;
"...The real focus/cost should include what activity needs to be done to embed the new learning post course and this helps to give the real indication of how long it takes and how much it costs."
When bidding for work I have to cost things fairly accurately and always have to keep costs down in order to win work. I can only work within customer driven parameters so usually can only look at initial delivery, pretty standard feedback, review and re-design as necessary. So, your additional statement that one should;
"...always consider what it takes to support/ coach/ embed..."
almost never happens because the opportunity to sell such important add-on's does not exist. When tendering for work the training element is often the poor relation of the product we are aiming to sell, with training seen as an afterthought both internally and by the customer. As a result of this training costs expected by customer's are very often unrealistically low.
I almost think that it is worth trying to access the customer community somehow to educate them in how they should be thinking when tendering for contracts.
13th Aug 2014
Try the website www.tensentences.com. a very interesting way, and somewhat experimental so maybe free, of improving English communication for non-native speakers. They have had some good results by all accounts. The whole thing is done remotely so no need to come to the UK. (It's actually run from Japan by an English language teacher)
26th Mar 2014
For my mind TAP is the better option as it is more focused on L&D than HR. I looked at the CIPD courses and decided that I didn't want the HR side of things to muddy the waters so to speak. However, having said that, most training departments are run by HR so maybe it's worth knowing what they are up to. I just thought the HR part excessive.
I also think the TAP courses offer better value for money particularly important as I assume you will e self-funding.
It's worth contacting TAP as I'm not sure I didn't dream this next bit but I believe that TAP either are or are looking at becoming affiliated to CIPD which may make your decision easier
Ultimately, the ability to add TAP or CiPD after your name is well worth the effort when applying for jobs.
25th Jul 2013
Call me old fashioned but I would have burst out laughing,
Of course I would then have to explain why, I would have found a flip chart, always one of those floating around, and I would have written the word 'Mecca' at the top and split the board into two. I would then have asked each person to give me a few lines on their understanding of the word.
I would then have used the example to explain how easy it is for mer words to cause serious cultural misunderstandings and how nice it is to come across one that is, hopefully unlikely to cause offence and is truely funny.
I would then suggest that student A take student B to their version of Mecca and visa-versa.
It's a risky strategy but laughter often takes the wind out of such incidents.
I doubt all trainers could get away with it though.
13th May 2013
I like your way of thinking here stark1001. It is very good of you to spend the time responding to my question. I will certainly be using your thoughts in my ongoing discussions with the programme managers.
9th May 2013
On the contrary, that did help. It is all evidence for my discussion here. Thanks for spending the time.
8th May 2013
I have now been informed that the delegates on this 4 week course will already be trained users so, will know the systems and equipment but will not have had a great deal of time actually using it.
I think I now know how I'm going to 'sell' this one internally. The work is the same as it would be for any training intervention but there is likely to be a saving on time usually taken to develop presentation material plus the material base line we start from already exists so it is a case looking at existing Objectives etc and developing workshop material around that.
Thanks for helping me talk through this one everyone.
8th May 2013
I think the problem here lies with the question. I have grabbed a word 'metrics' that is bandied around all too regularly where I work and, run with it. Maybe I should start again.
Margin isn't the problem. Costing training interventions that I am used too isn't an issue either. I have figures based on previous courses that I manipulate depending on whether we are working with existing material or must create new material. These figures factor in all the development stuff such as lesson plans, presentations, assessment etc.
My problem is I suppose is that I am not used to (never done it) creating training that is entirely workshop based. I know I won't have to create a presentation, screen shots etc but my gut instinct says that otherwise it will be pretty much the same as creating a normal course.
I think therefore that if I use my usual sums but remove the time needed to create a presentation that should give me the figures I am looking for. However, certain people within my organisation say "surely workshops are easy to do and therefore much cheaper to produce?" I recognise that they just want to come up with a good price for the customer but my suggestion that this is not necessarily the case will fall on deaf ears if I don't have some figures or other experience to back it up. That's where Training Zone Any Answers comes in.
My inability to articulate the question doesn't help I admit.
8th May 2013
The sound of virtual tumble weed blowing gently across my computer screen is all I'm getting at the moment.
Is this because I should be just looking at this as a normal (traditional in our case) piece of training and your silence is just telling me to get on with it? Or, are there no easy ways of working the sums for workshop based training? Or, are you all horrified at the very fact that I may be looking to do 4 weeks of workshops?