We believe that every organization has unique training needs based upon the developmental attributes of its employees and the current and emerging requirements for increased skill development. For this reason, GCCL customizes all training programs based upon the priorities and professional development gaps of individual organizations.
To develop this targeted training approach, our team of seasoned instructors will review your organization’s goals and assess employee knowledge, skills, and abilities to determine skills gaps to help you develop a successful training program. We use a variety of methods to achieve this goal.
A questionnaire is a list of open or closed ended questions used to gather qualitative and quantitative data from respondents about their attitudes, experiences, or opinions regarding their training needs. While there are many different types of questionnaires that can be used, the goal of a questionnaire is to address the specific goals of the training program.
Interviews are used to solicit information, ideas, and perceptions from individuals in person or virtually. Like questionnaires, interviews are designed to address specific questions related to training needs and gaps. During the interview process, notes are taken to document answers and common themes.
Observation is a tool for examining operations, practices, interactions, and specific situations. During observation times, notes are taken to outline activities that demonstrate a need for additional training.
We review work products to assess quality, adherence to policy and best practice, and output. This information is used to guide the development of training goals and priorities.
Focus groups are group interviews involving a small number of participants. In a facilitated discussion, participants are asked to identify training needs, gaps, and priorities. Best results occur within a department or group of employees who have similar training needs.
