First we ingest from your team the goals and objectives you could wish to achieve through upskilling, while simultaneously investigate the size and shape of your organization. Through both interviews and potentially data transfer, we get an understanding of your organization’s skills penetration, its training methods, how adding trade skills creates upward mobility for key positions, and several HR and operational KPIs.
Step 1: Intake and Interview
Our teams interview your leadership on the operation, goals, and current training programs. We collect data that will later help us produce insights.
Through our partner Aspen Advisors, your IT, security and HR teams can confidentially and securely send HR data to Penn Foster for analysis. All data transfers are encrypted and secured at the highest levels.
With context and data understood, we then collaborate on a series of assumptions and goals that wish to be driven by data.
Step 2: Select Training
With your hierarchy and organization understood, now its time to select the training that can upskill your organization and make an impact.
Working with a solution architect, decide which programs align well with your business goals.
A matching process occurs where the curriculum is assigned based on the pace your business wants to install the training.
Training is announced and supported through online webinars and tools. Enrollment is processed online and a toolkit is provided for all associates during training.
Step 3: Insights Presented
Organization, Employment, and Talent Insights are presented to understand potential impact of upskilling
Dara / Frank – be advised this is not a final. I think we can define the measures more, and we can list the 19 measures as needed, or have a download of them. We can also create a better visual set. I could see many screenshots with explanations, and THEN a video by with narration by all of us that discussed method and value.