Knowledge Architecture and Learning Ops for for High Performance.

Needs Analysis

Understanding your team’s training needs goes far beyond assumptions or a superficial analysis of reports and performance indicators.

At ReFrame, the individual is at the center of the diagnostic process. We start by identifying what the target audience is expected to do, or stop doing, in order to achieve the desired results. In other words, we focus on the actual objectives of the initiative.

From there, we map the knowledge, skills, and attitudes required to achieve those results and then examine the learner’s experience. This allows us to define the knowledge building blocks required for the training and development initiative.

When diagnosing a need, we consider the broader context, including culture, financial, technological, and human resources, as well as factors beyond training that may positively or negatively influence the instructional intervention.

The first question we ask is: Will training actually solve the problem?

Whether we are developing a technical learning path or onboarding training for a specific role, Learning Path Design means designing the learning experience as a whole.

Instead of focusing on a specific point, as we do in Training Needs Analysis, we look at the entire learning process.

We start with the job description, the role, responsibilities, and expectations of the position. From there, we break these down into tasks: what the target audience is expected to do in their day-to-day work.

Just as in Training Needs Analysis, we then map the knowledge, skills, and attitudes required, while also considering factors beyond Corporate Learning and Development.

Learning Path Design is a collaborative process involving the project’s stakeholders. That’s why we conduct a workshop based on our proprietary methodology, enabling everyone involved to contribute throughout the process.

Learning & Development operations have long gone beyond basic administrative activities.

With more than 20 years of experience, we help organizations structure and mature their Corporate Learning functions.

We work across Processes, People, Technology, Learning Intelligence Systems, Quality Indicators, Project Management, and Learning Methodologies.

For us, L&D is not about simply taking project requests. We design solutions that generate impact and create value for the business.

How do you know whether your training initiatives actually delivered results?

Learning Analytics is the intersection of training data and operational data through task mapping.

Task mapping allows us to identify the skills required for a role and, consequently, define the individual’s Continuous Learning Cycle.