Afiniti helps make change remain through specialising in the people aspect of change leadership.

May 22, 2012 by PaczkowskiNorfolk365

Good knowledge is crucial to effective organisational change. And to manage change, its likely youll need to match each of your users to new assets, applications and locations, and then identify, capture and analyse the correct data for your project. This can be difficult, time consuming and expensive, so we will help you to collect and analyse the critical data.
We will help you conduct accurate readiness surveys to ensure you are fully aware of all the resources affected by your project and are included in your delivery strategy.
Flexible online tools to help you source and collect the correct asset and user data for your projects.
Intelligent rules that provide meaningful information from data.
A complete asset management process, collaborating with your tools/processes in place.
Training needs analyses to create an effective, competent organisation and feed into your training strategy.
Real-time reporting with visual summaries to help you implement business analysis, staff communications, online surveys and self service tools.

When embarking on a change project or programme, whether technology or business process, it is essential to have a training strategy to support the learning of new skills and ways of working. Training is a big part of user adoption and doesnt only include professional and technical skills but addresses changes in how people currently work and think. A structured training strategy is important to help identify the impact of change on your people, the level of skills required, training needs, logistics, geographical reach as well as working practices. Afiniti help organisations develop a relevant strategy and review existing strategies already in place.
Designed to:
Review an organisations training strategy against best practice. Determining whether the correct learning interventions are in place to ensure that the audience are receiving the most appropriate training to suit the project/business objectives and their individual needs, whether supporting a technology implementation or change to business processes.
Includes:
This includes reviewing and providing guidance on:
What is driving the strategy – Is training strategic in the organisation? Is training associated with workplace effectiveness/continual improvement?
Reviewing internal teams and what roles are in place
The intended audiences engagement and communication requirements
Instructional design – method, consistency and adherence to standards
Development of learning interventions – business driven/technology driven
Delivery methods – creativity/innovation; just-in-time, just-enough or more traditional approach
Investment in change/technology – is the end user adoption a critical part of this?
How value of training is measured – at what point is value considered (implementation of system, user effectiveness, business improvement)
What measurement tools and techniques are in place to assess training delivery team competencies
Benefits:
Having in place a training strategy to support your change programmes or projects is essential for ensuring that the audience have the right skills and competency to adopt change effectively. It will ensure that the training provided is connected to overall project/system objectives and consistently follow documented standards and best practice. It will allow you to evaluate whether the training is effective and whether you are getting the most out of the investment.

Learn more about Information Management or IT Employee training