Bespoke Programmes

Training Needs Analysis

The Training Futures TNA process is a systematic, iterative, out-put based approach providing you with an audit trail of analysis to determine the requirement for training, and if training is required to enable the design of specialist training and acquisition of training resources and services.


PHASES

Training Futures TNA generally consists of 6 elements grouped into 3 phases:

Phase 1 - The Scoping Study - ascertains the management of the project, risk, programming and resource issues, policies assumptions and constraints. It also identifies those who will be affected and highlights issues that will need to be considered during the development phase.

Phase 2 - The TNA Development - this phase may be divided into deliverables, depending on the nature of the training requirement. these deliverables include:

The Competence Framework
The Training Gap Analysis
The Analysis of Training Options - development of cost-effective solutions

Phase 3 - Post Project Evaluation - an assessment of the project and its contribution to the business requirement.

It is important to stress that each situation is unique and the TNA process is not necessarily linear. In many cases it may not be necessary to produce all phases or elements. Contact us to discuss your specific requirement.


Training Futures' Training Analysts have extensive experience in the development of complex training solutions including the production of TNA projects compliant with the UK MoD's Defence Systems Approach to Training.


Learning Management Systems

Training Futures develop and support customised internet or extranet solutions for learning and performance management and personal development in the form of our competency based learning management systems. Our on-line systems provide a single unifed delivery system enabling the management, distribution and tracking of blended learning and can be used to support HR and other training initiatives, for example in supporting a leadership development programme.

Individuals log-in to a customised and branded web site and have access to a wide range of resources based on client needs. Client specific content such as assessments, coaching guides, development plans and surveys can be tailored to the organisation, and to the individual and their job role giving candidates control of their own learning and development allowing an easier method of delivery for the organisation.

A back-end administration module supports the system and provides authorised personnel access to a range of administration options including the ability to track individual progress, view and print reports, initiate assessments, review development plans, manage events such as bookings for workshops and coaching sessions and to populate the site with new resources.

Key Features and optional modules: information on an organisation's initiatives or a development programme
development plans and learning logs
interactive learning
resource library (access to uploaded files, book references and web site links)
assessments
events management (for workshops and coaching sessions)
objective setting
performance appraisal
discussion forum (for candidates to share knowledge and experiences)
on-line coaching
system architecture supports any competency model
We realise that many of your clients have developed their own assessments and training and development material and we can work with you to develop this content as part of an overall on-line solution, in addition to integrating any of our existing off-the-shelf tools. Our systems can be built around and support any competency model, whether it is one of our own or your client's customised model allowing us to provide a full competency based learning management system.


Team Effectiveness Survey

The Team Effectiveness Survey is a powerful tool that evaluates team performance and compares it with the customer's views. It emphasises the importance of customer relations and establishes links between the teams' work and the quality of their output

The Team Effectiveness Survey assesses the team and not the individual which makes it the ideal, non-threatening tool for vulnerable teams. It measures 80 behaviours within 10 major competencies and produces two comparative reports:

Team and Team-Leader Processes on:

Purpose and commitment
Working as a group
Contribution to the team
Interaction
Focus

Customer Focus on:

Communication
Specialist / product knowledge
Problem solving
Customer service
Concern for quality

The Team Effectiveness Survey assesses the overall effectiveness of the team and can provide the 'kick start' you need to get the team building process started. It integrates very well with its sister program, TeamView360, which focuses on self development within the team and helps to convert team intentions into individual actions.


Facet 5 Personality Model

Facet5 is a 'Big 5' factor personality model, which allows managers to understand how people differ in their behaviour, motivation, attitudes and aspirations.
Five factors are now widely accepted as the fundamental building blocks of personality. These 'Big 5' have consistently emerged from research around the world as the irreducible minimum needed to give a comprehensive description of a person's personality.
Facet5 measures these five factors precisely and quickly to give the most accurate and easily applied portrait of individual differences in behaviour. Facet5 also allows a detailed breakdown of these five factors into 13 sub-factors (facets) to explore subtleties of behaviour at an individual level.
Facet5 was designed in response to requests from many organisations for an instrument, which combined: modern design, construction and appearance, ease and flexibility of use, reasonable cost and integration with human resource management systems. It's based on recent developments in personality theory and management development and yet is simple and practical to use. Facet5's theoretical and psychometric integrity is comparable with or superior to other mainstream, but now dated personality questionnaires.

Facet5 works at all levels from individual assessment through selection, recruitment and team integration. Facet5 can even be extended to understand culture and values at a team or corporate level.

Facet5 uses a web-based questionnaire to capture information; people respond to an e-mailed invitation and are taken directly to the Facet5 website. Most people can complete a Facet5 questionnaire in around 17 minutes. Facet5 data is processed instantly and is immediately available for review by authorised users, with reports shown on screen or produced as a fully formatted pdf for printing or emailing.

Facet5 also comprises of a number of modules that can be used in the following application areas:

Selection Searchlight Audition
Integration TeamScape
Management Leading Edge
Development Work Preferences

Likely Cost: Individual assessments from 99


360 Feedback

Training Futures provide off-the-shelf and customised solutions to support any stage of your 360 Feedback project. Our range of tools measures and identifies strengths and development needs for individual and team effectiveness. We can administer your project through our support service and provide on-line or software solutions.