THE GOAL

Our goal is to help you identify successful education initiatives that will reduce costs over the long term, improve individual and business unit performance, help maintain core competencies, and enable your organization to react quickly to competitive pressures and market needs.

YOUR RESULTS

Celeriti will help you in defining a common learning strategy and vision where there is:

• An agreement on what education is at the executive level
• An agreement on what education looks like across business units
• A shared view that education is a critical solution that meets the needs across the enterprise.

The Process

We suggest a vision and planning effort to identify a strategy and methodology.

Strategic performance analysis: This phase identifies the company’s business objectives and what performance improvements are being sought. The analysis should focus on workforce development. In very basic terms the current learning environment should be identified and described as well as defining a high level perspective of the future/desired learning environment. This should be targeted to direct business goals of the organization and the impact on business value. Fundamentally this stage identifies where we are, where we want to go and the reasons why we aren’t there yet, and recommends ways to get there. It is also important to determine whether solving the performance problem is worth the cost. Sometimes solutions cost more than leaving problems alone.

IT infrastructure assessments can provide baseline information about the current technology operating environment. This phase should examine the technology base of the target users, available bandwidth, server operating systems, support and maintenance requirements, facility and power management, etc.  Internal and external hosting options should be explored and defined.  As part of an infrastructure assessment, it is critical to get the participation of the IT department. The IT group will need to ensure that an LMS (Learning Management System) approach fits into the staffing, support, and maintenance routines within the enterprise. This can unearth labor costs that are not often factored into a company’s investment decision. The assessment also engages the IT department from the beginning of the process and makes them a stakeholder. It also helps avoid moving in a technology direction that may be untenable, or worse, physically impossible.

Cultural readiness assessments that help determine an organization’s ability to embrace new learning strategies. Learning is a “cultural process”. All too often, many enterprise learning projects embrace and apply technologies all too quickly and overlook the cultural aspects within an organization. Many learning initiatives fail due to their inability to address and cross cultural barriers within organizations. A cultural readiness assessment helps define parameters for success, such as whether you need intense internal marketing for your programs or pre-course mentoring. It becomes important to find out if opportunities to learn are encouraged at the operational levels of a company.

Operational process analysis that maps existing operations that govern the training function and identifies procedures that will change due to an e-Learning implementation. The goal is to reduce inefficiencies and create a framework for process improvements. For example, we may be able to reduce manual efforts by tying an LMS into the HR systems.