Are you asking any of these questions?

• What do our learners need to know?
• What is the current state of knowledge among employees?
• What do we need to do to get to our desired future state of knowledge and skills?
• How do we design training initiatives to align with our corporate objectives?

At Nexient, we believe that the key to equipping you with a valuable, beneficial training solution is to fully identify and understand your learning requirements, linking them to your organizational goals. Learning Identification is the first line of action in the development of any training initiative. Nexient offers our clients professional services to engage at this stage ensuring a comprehensive and sound learning identification process and outcome.

In effect, we help organizations and individuals determine what they need to learn in order to achieve higher levels of performance. Nexient can work with you to establish a solid training foundation by:

Conducting a Needs Assessment:

1. to pinpoint how training can make a difference in productivity and the bottom line
2. to determine the specific training each employee needs and what will improve their job performance
3. to differentiate between the need for training and organizational issues

Developing a Corporate Learning Strategy:

1. to determine the learning needs of each audience group
2. to establish learning and skills outcomes and relate them to overall business objectives
3. to identify implementation, logistics, technical, operations, and budget requirements

Conducting Skills Assessments:

1. to perform Individual or Organizational skills assessments to identify personalized learning plans and analyze skill gaps throughout an organization
2. to validate and confirm the skills to be acquired in a specific course or curriculum are those needed by the organization
3. to define corporate learning paths and certification programs

Competency Management:

1. to measure workforce readiness to make informed business decision about resource allocation and training investments
2. to establish a competency management framework to outline levels of competence for each job role
3. to conduct 360°, Upward Feedback, Kirkpatrick assessments