I have been tasked with reviewing several of our department training programs to determine where the similiarities are in the material delivered. Most of the work that we do is along the lines of determining eligibility for goverment health programs, however each department works with different government programs. In some instances, all departments need to know core knowledge such as. Social Security, Medicare or Medicaid, but each at a different knowledge level. The idea is to build some training at the lowest knowledge level and then have specialized training for those that need higher levels. Has anyone performed a similiar analysis that could provide a starting point or a template of sorts?
I have done this for several clients - mostly as a "curriculum review"
> on Nov 4 at 2:25 PM Hi!
> programs to determine where the similiarities are in the material delivered.
> starting point or a template of sorts?
We start out by breaking out the Skills/Knowledge needed for the task and build the modules so you can test out of them if you have the knowledge. Then the next step is to pull modules by position that are needed for competency. We can just have them take the class or CBT as needed if they can't test out. You might reference Task Analysis and Skill Hierarchy tools on Google to get some templates.
I created an On-The-Job Learning Program for use at our company to ensure consistency in training for new employees, whether new to a department or new to a company. Part of that program involves a step might be useful to you. To ensure we have no unintentional overlaps or glaring gaps in a department's training process, we bring together all of the owners of the various learning modules in the program. These modules are in development at the time, but this should work for your current in-place training as well. These owners, or Subject Matter Experts (SMEs), bring their outlines for their learning sessions and walk through the training they cover. They share enough detail so that other SMEs in the meeting can recognize repetitions of items in their own training - some of which is intentional as on-going reinforcement. They're also looking for gaps. For example, if my learning module assumes a knowledge of Excel in order to learn a department system that uses Excel, how am I ensuring my learners have that skill in order to be successful learning my department's system? Maybe another SME covers Excel in his or her learning module. Maybe I need to build it into mine or somehow ensure the learner has that skill before coming to my session. This method should work, although it may take longer, with existing programs also.