A major financial institution providing both banking and investment services.
The company recognized a need to provide learning resources to the non-retail side of its operations (Marketing, Corporate Resources, Finance, Insurance and Retail Investment, Brokerage Services, and Lending). The learning & development group wanted to identify training needs for computer end users and to provide priority training accordingly. To arrive at these outcomes, learning & development identified a requirement to conduct a Training Needs Analysis among its constituent groups that would:
- Identify and categorize generic occupational or job classifications in consultation with Human Resources and Competencies.
- Identify generic (common/similar) job skill sets for each occupational or job classification in consultation with Human Resources and Competencies.
- Recommend generic training programs for inclusion in a Learning Resource Inventory (LRI).
- Identify computer end user training needs sorted by user, level (basic, intermediate, advanced), and corporate standard application type. 5. Provide recommendations for a prioritized strategy to meet the needs of the user groups while providing maximum business impact.
FKA Consutling conducted two projects with this institution. The first initiative was to develop a Strategic Training Plan, identifying the ‘next steps’ and ‘how to’ in implementing their training initiatives. The outcome of this Strategic Training Plan was the standardization of a methodology for conducting a Needs Assessment, including an End User Gap Analysis. In addition, FKA Consulting compiled and produced the corporate learning curriculum for access by all employees.
The company was able to have a corporate learning curriculum which detailed all courseware and tools available to employees across the institution.