DRIVE CHANGE FOR ORGANIZATIONAL SUCCESS

We work with you to develop four key items to drive your success:

• Business Analysis
• Performance Model
• Solution Design
• Implementation Plan

• Business Drivers:
  Key business goals
• “As Is” Measurement System:
  Identifies how the goals are currently measured (e.g., how defects are defined, how they are identified, how accurate data is considered, how data is used.
• Metrics and Targets for Success:
  Defines the client’s view of success for the knowledge solution. This definition may include factors such as contribution to the business strategy, goals for measurement of the results, and goals for feedback from the employees themselves. To ensure clarity, we will state these metrics in quantifiable terms, even if the client is not currently in a position to gather the data required to actually measure them.
• Job Role Profiles:
  Summarizes basic background of the target audiences, including their demographics, sizes, key tasks, and attitudes towards various kinds of learning interventions.
  

• Task Model:
  Typically, this model consists of approximately 20-40 tasks per job role.
• Business Impact Analysis:
  To focus our investigation, we prioritize the tasks by the impact they have on overall quality. For each task we will identify:
  1. Frequency of mistakes on the task
  2. Impact of mistakes on overall quality
  3. Ability to remediate through a learning solution

• Root Cause Analysis:
  Here, we investigate the highest impact tasks in more detail, identifying specific root causes and concrete examples of the kinds of critical mistakes that employees make. For each high-impact task, we determine:
  • Root causes of the mistakes
  • Example mistakes that cause the performance gap

• “As Is” Curriculum Map:
  We identify from client materials the existing learning solution (if applicable).
• “To Be” Blended Learning Allocation Map:
  This maps each task in the performance model to a set of interventions that will be used to improve performance (e.g., initial training, job aids, on-the-job mentoring, etc…). This will include both learning and non-learning interventions.
• “To Be” Intervention Specifications:
  Provides more detail on each intervention. They identify high-level goals, design, delivery approach, and scope. They also determine whether the intervention is already available, will be adapted from existing materials, or needs to be developed.
• “To Be” Curriculum Map:
  This provides a learner’s perspective on the solution. It identifies how and when the learner will use the various interventions identified.

• Project Plan:
  Provides a cost estimate, Gantt chart, roles and responsibilities for development, and risks and mitigation strategies
• Deployment Plan:
  Specifies how our client will roll out the solution over time to both existing staff and new hires. The deployment plan will specify roles and responsibilities for both the rollout and for ongoing operation.
• Evaluation Plan:
  Indicates how our client will evaluate  the success of the solution
• Continual Improvement Plan:
  Indicates how our client will maintain and improve the solution over time (if applicable).
Governance & Reporting Strategy: Captures how our client will monitor implementation and ensure the initiative remains on schedule and on track.

• Governance & Reporting Strategy:
  Captures how our client will monitor implementation and ensure the initiative remains on schedule and on track.