Result Focused Learning Approach
Result Focused Diagnostics
- Interviews with L&D, HODs, other relevant stakeholders & representative participants
- Field visits
- Mystery audits
- Assessments
- Study of relevant company data
Result Focused Customization
3 levels of customization using kolb's Experiential Learning Model:
- Level 1: Adapt
- Level 2: Remodel
- Level 3: Create
Result Focused Learning Intervention
Instructor-led Blended Training
Certification Workshop
- Immersive 3-month journey based on ‘Active Learning’ principle blending self-paced & instructor-led training
- Methodologies: Case studies, brainstorming, role-plays, team & individual activities & more
- Practical and implementable skills imparted
Learning Capsules
- 60-120 mins live online sessions giving the essence of a subject
Result Focused Learning Measurement
Following Kirkpatrick's model, we measure:
- Reaction via feedback questionnaire
- Knowledge via assessment & assignments
- Behaviour via on-the-job observation & assessments
- Results via data collection & on-the-job observations
Result Focused Learning Implementation
- Insights: Bite-sized learning reinforcement via email
- Practice Plans: Weekly implementation plans.
- Group Coaching Calls: Batch of 15 participants coached via phone or online communication app like Zoom.
- On-the-job Training (OTJ): Real-time training & feedback while doing the job.
- E-Learning: Online/mobile micro learning reinforcement modules of different formats, duration & interactivity levels.
Result Focused Learning Implementation
- Insights: Bite-sized learning reinforcement via email
- Practice Plans: Weekly implementation plans.
- Group Coaching Calls: Batch of 15 participants coached via phone or online communication app like Zoom.
- On-the-job Training (OTJ): Real-time training & feedback while doing the job.
- E-Learning: Online/mobile micro learning reinforcement modules of different formats, duration & interactivity levels.
Result Focused Learning Measurement
Following Kirkpatrick's model, we measure:
- Reaction via feedback questionnaire
- Knowledge via assessment & assignments
- Behaviour via on-the-job observation & assessments
- Results via data collection & on-the-job observations
Note:
- These are the standard 4 phases we follow for all our learning initiatives.
- All the mechanisms mentioned in each phase may not apply to all the learning initiatives. We will recommend the best mechanisms after analysing the client’s needs, including the ones that not mentioned here.
Diagnostics is the foundation on which the RFL approach is built. In Phase I of the approach, we conduct a thorough diagnosis to:
- Articulate and finalize the business results to be achieved.
- Understand the challenges faced by the organization and learners.
- Identify the current as well as desired state of the learners’ skills, knowledge and attitudes.
- Understand the current practices and processes followed.
- Familiarize ourselves with any other nuances specific to the learners and/or the organization.
These diagnostic objectives are achieved through various mechanisms, of which some of the key ones are:
- Interviews with L&D, HODs, other relevant stakeholders and representative participants
- Field visits
- Mystery audits
- Assessments
- Study of relevant internal data
We analyse all the insights garnered during diagnostics and present our findings, our analysis of the findings and our recommendation of the way forward in a structured and insightful diagnostic report.
- Articulate and finalize the business results to be achieved,
- Understand the challenges faced by the organization and learners,
- Identify the current as well as desired state of the learners’ skills, knowledge and attitudes,
- understand the current practices and processes followed, and
- Familiarize ourselves with any other nuances specific to the learners and/or the organization.
- Interviews with L&D, HODs, other relevant stakeholders and representative participants
- Field visits
- Mystery audits
- Assessments
- Study of relevant internal data
We offer bespoke solutions designed to suit learners’ specific development needs and the business results to be achieved. We offer three levels of customization using Kolb’s Experiential Learning Model:
01
02
03
01
LEVEL 1 – ADAPT
In this level, we customize the content of the various methodologies to suit the objective and the learners’ profile
02
LEVEL 2 – REMODEL
In this level, we customize the content of the various learning methodologies as well as the modules to suit the learning objective and learners’ profile.
03
LEVEL 3 – CREATE
In this level, we create new content altogether as per your organizational requirement.
B Result Focused Customization
In order to get the desired results for your organisation, a sustained learning intervention is critical. Our certification workshops do exactly that by providing immersive 3-month learning journeys for professionals. The workshops have a pre-defined curriculum which can be customized to suit the specific needs of an organization.
upGrad Work Better certifications are well-respected across industries, and help organizations achieve the desired business results.
Elements of Certification Workshop
Instructor-Led Certification Journey
Start
Stage-1
Active
Activate the learning process by familiarising the learner to the subject & prepare for deep drive
- ActivClips: Micro-learning video clips to familiarise learners with key concepts of a subject
- ActivReads: Concise reading material to orient learners to the subject
- ActivProjects: Brief assignments to encourage learning-by-doing
Stage-2
Deep-Drive
Provide in-depth learning of the subject along with its practice & application
- 1 or 2-day live online/classroom workshop by an expert facilitator
- Imparts practical and implementable learning
- Based on Active Learning & 80:20 principles
- Active Learning methodologies used: Case studies, brainstorming, roleplays, team and individual activities, and more
- Knowledge Assessment
- Creation of Action Learning Plan
Stage-3
Implement
Encourage implementation of learning at the workplace
- Insights: Bite-sized learning reinforcement tools sent via email
- Practice Plan: Sent weekly in a ‘watch-read-do’ format, they focus on one key concept from the workshop to be practiced per week
- Masterguide: A detailed workbook for learners to revisit concepts from the workshop
- Supervisor Alignment Docket: Alignment of learners’ supervisors to the workshop learnings, to enable them to drive their implementation.
- Implementation Assessment: Assess learners’ application of learning from the workshop.
Certification
Learning Effectiveness Measurement
( w.r.t: Reaction, Knowledge, Behaviour & Business Impact)
Learning capsules are 90-180 minute live online sessions on various soft skills, sales and behavioural topics delivered by expert facilitators.
As time constraints and work pressures may not always allow professionals to attend comprehensive training programs, these sessions can offer them the essence of a topic in a short duration. They integrate seamlessly into a professional’s work day given their duration and online mode of delivery
03
Learners often fail to implement the learning from a training session mainly because of the absence of a reinforcement mechanism and structured post program implementation initiatives. Our robust learning implementation tools, spread over 3 months after the certification workshop, reinforce learning and help learners apply it to their daily work. Some of the time-tested implementation solutions developed by our in-house content experts and widely used by clients are:
Insights
An Insight is an extremely effective bite-sized learning implementation tool to engage learners for up to 3 months after a certification workshop. They are designed as co-branded emails of not more than 150-200 words each on micro topics covered during the workshop. They take less than a minute to read and are extremely effective in retention as well as implementation of the concepts covered in the workshop
Practice Plan
A Practice Plan is a one-pager designed in a watch-read-do format and shared with learners once a week. Each Practice Plan focuses on one key concept from the workshop. Learners are expected to read articles, watch videos and practice the dos and don’ts weekly for better retention and implementation of each concept.
Masterguide
A Masterguide is a detailed reinforcement guide designed in the form of a workbook. It covers key takeaways from all the concepts covered during the workshop, activities, curated articles and videos, and book recommendations for learners. It acts as a one-stop guide for learners to revisit concepts, refresh learning and hone their skills using the additional resources provided.
Supervisor Alignment Docket
A Supervisor Alignment Docket helps align learners’ supervisors to the workshop learnings to enable them to drive implementation. The objective is to keep supervisors apprised of each element of the learning intervention and guide them on assessing behavioural changes in learners.
Implementation Plan
An Implementation Plan is an assessment meant to aide learners in implementing behavioural changes expected of them. At the end of the workshop, learners are expected to fill in the questionnaire by stating the various behavioural changes they will implement, and the action points to bring about those changes.
Summary Sheet
A Summary Sheet is a one-pager summarizing key points from the workshop for learners. It acts as a ready reckoner that learners can refer to at any time. Learners can take a printout and pin it on their desk for easy access.
04
Phase 4 of our Result Focused Learning (RFL) approach follows Kirkpatrick’s Four-Level Training Evaluation Model to measure learning. We work cohesively with clients to measure specific parameters scientifically and objectively to help them achieve the maximum ROI for their learning initiatives.
With a set of time-tested measurement mechanisms and tools, we share the impact and success rate of the initiative with clients. Some of the mechanisms and tools we employ to measure learning effectiveness at each level of the Kirkpatrick model, depending upon your organizational dynamics, are:
| Levels | Measurement Tools |
|---|---|
|
A. Reaction |
Structured feedback questionnaire |
|
B. Learning |
Pre & post training knowledge, skills and attitude assessment, interviews or verbal assessments |
|
C. Behaviour |
Learners’ supervisors’ observation and interviews over a period of time |
|
D. Results |
Data collection and observation over a period of time |
| LEVELS | MEASUREMENT TOOLS |
|---|---|
| A. Reactions | Structured feedback questionnaire |
| B. Learning | Pre & post training knowledge, skills and attitude assessment, interviews or verbal assessments |
| C. Behaviour | Learners’ supervisors’ observation and interviews over a period of time |
| D. Results | Data collection and observation over a period of time |
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