A Systematic Approach to Training (SAT) is adopted to ensure robust training programmes and allow for continuous improvement. By identifying gaps in learning and development, then creating solutions to plug them, we can ensure that the right people are getting the right training at the right time. SAT works by applying a framework called the ADDIE cycle (Analyse, Design, Develop, Implement, Evaluate), we also introduce consultation forums or training committees to promote line ownership and ensure that training is prioritised, analysed and evaluated correctly.
This is the initial review of a training request where we aim to understand what the training need actually is. Once training has been decided on, we determine who the target audience is and how we will measure the training to ensure it is effective. At this point, the analysis is complete enough to move on to designing the training.
During the design phase, the key activities include writing objectives for the training (what will the students be able to do after the training is complete) and determining how to measure their achievement of those objectives. Sometimes this will involve writing test items or designing exercises to measure learning.
After designing, decide how the training will be conducted and develop any supporting materials, including lesson plans, presentation materials, student workbooks and handouts, etc. A pilot session may determine the success of the design.
The developed material is delivered to the target audience and the test items are utilised to ensure learning is successful.
Once the training is complete, evaluation commences to establish if it was effective. The feedback model adopted by EDF Energy is the Kirkpatrick feedback model, which is widely available.