Continuous learning and development is an essential part of the human capital lifecycle. Employees must receive trainings necessary to achieve development of their competencies—the skills, knowledge, abilities, and other attributes related to their job duties and individual growth for the benefit of their home departments and the organization overall. The training programs developed by GBS provide the tools for the full development and utilization of staff in accordance with the institutional values and strategic plan of any entity.
Government Business Solutions provides training solutions and development tools that adhere to the highest levels of quality, cost effectiveness, and compatible with current industry standards. We work in all media, including instructor-led, performance support, web/computer-based training, video, mobile, and synchronous and asynchronous learning environments. Our proven methodology is immediately leveraged by our clients to meet their requirements.
GBS is firmly committed to accessibility standards – such as Section 508 Compliance – and web-based e-learning interoperability standards.
To be effective and efficient, employee learning and development must involve a series of activities that are instructionally sound in nature and are developed for the purpose of conveying knowledge and leading to the acquisition of demonstrable competencies. Our goal at GBS is implementing a Learning and Development program that will provide targeted training driven by competency needs and gaps essential to support the organizational mission, objectives, and goals. By using a competency-based training and development curriculum, employees will understand how to reach the next proficiency level within each competency, which will increase engagement by promoting clear career pathing, opportunity, and mobility.
GBS believes that development of a centralized, phased New Employee Onboarding timeline that clearly documents various activities and actions at each phase of tenure, including training, resources, and a New Employee Network will allow the employee a place to track their progress and follow sequential and clearly noted steps to facilitate their long-term on-boarding.
GBS' Employee Sponsorship Programs are effective for employee on boarding and are divided into two parts with multiple players: the Peer Buddy Program and the Sponsor Program. The peer buddy would be an individual from the same or similar team and from a similar grade as the entering employee. Their role would include more informal acclimation aspects from a peer perspective. The Sponsor Program should be a more formal and long-lasting role. Employees will benefit more if the sponsor was selected from a list of high-performing, practiced, and effective sponsors who would help an employee progress through their onboarding phases and assist to expand the employee's potential.
GBS believes that Leadership Development Training must be planned for each personnel type. The audience groups and training purposes identified below should be targeted, taking into account timing, locations, length of training, and accessibility of online and computer based training that support the audience’s needs. Audiences include: new employees, all employees, leadership/future leaders, and technical-employees.
By creating an Exercise Development Standard, GBS can foster a predictable, efficient, and dependable learning environment that facilitates the sharing and reuse of resources. GBS utilizes several common training standards that will improve & benefit training development, and the considerations address: Content, Delivery, eLearning, and Evaluation.
GBS provides our clients with Technical, Procedural and User Documentation development. Our goal is allow all clients ease of use of any of our training materials including those within any Learning Management System. From Tabletop, Webinar, to Workshop based Exercise Training, the GBS team always delivers above and beyond. We hold repeatability to the highest of standards within the development any materials and by providing our client with these documents will lead to ease of transition once our service is complete.
During analysis, the GBS identifies the learning problem, the goals and objectives, the audience’s needs, existing knowledge, and any other relevant characteristics. Analysis also considers the learning environment, any constraints, the delivery options, and the timeline for the success of a project.
GBS utilizes training design as a systematic process of research, planning, identifying and specifying the complete design of the course objectives, lesson planning, topic content, training methodology, media, learner exercises, courseware content, and assessment criteria. Development is the actual production and assembly of the materials that were developed in the design phase. GBS values the importance to include the client throughout the design and development process and staying within time schedules and deadlines.
GBS uses the ADDIE method and the Implementation section is divided into two parts: pre-session and post-session activities. Pre-Course Activities: enlists the help of the broader team that is going to assist in the successful implementation of your session.
Post-Course Activities: tasks are related to ongoing access to session files, access to recorded sessions, post-session learning, evaluations, and report generation. The actual live sessions are part of the implementation stage, as well.
Evaluation is a key part of any training course. It allows you to gauge how well the course met the objectives for which it was designed. GBS uses the Kirkpatrick Model for evaluating the training program which includes: reaction, learning, behavior and results. GBS' evaluation approach can be transferred towards continuous improvement efforts of any training program and/or individual course.