quote:

Originally posted by glowman71:
I've done implementations such as this for up to 15,000 employees across 2500 locations and multiple languages. Love to know what resources you have to see what you might best leverage (based on successes and challenges in my past experience). Please feel free to contact me.

David, thanks for your generous offer of assistance.
We are resource challenged. I am involved in the project from a Project Management aspect - but for now I want to try to focus solely on the Training Development, Deployment and Effectiveness.

curriculum development - only 3 internal resources; I am trying to get as much proprietary training from the various vendors as I can; we only have 2 months until we need to deliver face-to-face training and they wish to begin WBT or CBT a month from now; curriculum will vary based on what a sales rep is certified to sell to - there will be two programs based on this qualification

equipment - there is only one computer per office available for training; sales personnel may only physically visit the office once every two weeks; we do not have a LMS; we do not have a web meeting account (although we can get one rather easily, reps may not have a personal PC to use to facilitate training); each office has facilities big enough to hold computer-lab training once laptops are delivered to the reps

systems - I'd like to see content stored electronically to keep versions as up to date as possible; I want consistency and accountability in the training program but am struggling with a system that isn't just a database of records but one that can give me effectiveness of training

I'm sure I'm missing critical information you need to be able to assist me - for that I apologize. Perhaps you can give me some bullets to provide you with information you need?

You may want to take a look at a software tool called Q OnDemand - a very unique tool that automates continuous reinforcement and that provides metrics around retention and gaps.

A nice insurance policy for projects like this.

www.salesforcealignment.com

Been in your spot a few times. Here's the best advice I can give up front:

1. Train to the core- the 20% that matters- the other 80% is information which can be looked up (example: my largest client's line of business is finance with TONS of regulatory compliance issues; prior designs focused on them 'memorizing and recalling' policy versus the ability to look it up and apply it- this translates to sales as well- our folks get "certified" to sell certain products, so it's important for throughput time to ensure they focus mostly on critical elements and leave the things that can be looked up info for time of application)
2. To optimize TTT time and time to train in field, cover pre-work in WBT. I have a client that runs sales-based call centers. He used to spend a great deal of his time (a $200/hr employee) training new hires (a $10/hr employee). There are times where this mentoring is critical (like shadowing sales calls), but the "orientation 101 stuff" (how to login to the system, system orientation) is either a print guide or WBT.
3. Don't make anything an interactive WBT if a simple job aid will do (many of my clients fall into the trap of designing a simulation to show folks how to do things like log into a system, where a step-action table job aid will not only be more cost-effective, but actually support users in performing the task on the job).

I am based in Tampa, my major client in Baltimore with international branches, another in New Hampshire with two additional US-based sites. I know exactly where you are coming from (both usually have impossible deadlines, and constrained resources- we run support for 15K employees on a backbone of 4 folks and a pipeline that is sub-dialup).

Feel free to reach out with any more specific questions (I do have tool recommendations, but would learn more before just tossing out names).