Learning and Development (L&D) faces the challenge of planning or adjusting their training services agenda each year, quarter, and month. As a result of downsizing in many firms, L&D folks are particularly challenged to do more with less. Many HR Generalists assume multiple responsibilities, including spearheading technical, financial, executive, and other types of training services. Even firms that have robust L&D functions can be challenged to understand how to most effectively meet the needs of their business partners.

Mapping out a training services learning curriculum can be daunting—especially if you’re not a specialist in all facets of the Capital Markets (who is?). Time and knowledge constraints often defaults to a plan that is reactive versus proactive when designing a comprehensive, cohesive learning strategy. Here at GFMI, we often find the most common dilemma these generalists face is “Where to start?”

Over the years, we’ve worked with numerous L&D functions to create training services curriculums that map the current knowledge level of participants to logical learning paths, equipped with prerequisite courses and self-study (where applicable). As with most interventions, having a firm foundation and a strong and clear purpose helps ensure your success.

Question to consider for your Training Services Curriculum

When designing these training services curriculums, we have found it helpful to consider the following questions:

  • How many hours can participants be away from their desks?
  • What can be covered by the E-learning existing already in-house?
  • How can self-study and Instructor Led Training methods dovetail to maximize both strategies?
  • Is prerequisite knowledge needed before enrolling in a particular class?
  • What topics/courses are key to a strategic knowledge path?
  • Have we created a “knowledge path” that builds upon itself?
  • What are the current knowledge gaps of our employees?
  • What is the most common current knowledge level of the intended participants for the learning?
  • Is a pre-knowledge assessment warranted to gauge a baseline?
  • How can learning program be scheduled (one full day? two half days?) in order to maximize the per diem rate?
  • Do we have managerial support and buy-in?
  • How frequently should we hold classes?

Putting your Training Services Curriculum into Action

GFMI offers Training Services Curriculum Planning, at no additional charge, as one of our many added values in working with our clients. We have discovered that, many times, the greatest hurdle to identify is “what you don’t know that you don’t know.” Once you see the available options as to where the learning curriculum can go, it’s easier to identify the knowledge path needed. Whether you retain our services for all or only a part of your learning events, or have some of your internal SMEs partner in conducting classes, it’s our way of partnering with you in achieving your educational goals.

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