Training and e-Learning

BCS has broad experience in conducting training needs assessments, course design, development and evaluation, and train- the-trainer training, to strengthen the capacity of client organizations to achieve program goals, be responsive to stakeholders’ needs, and build participant skills.

BCS uses the proven five-phase Instructional Systems Development/Systems Approach to Training and Education (ISD/SAT) methodology: analysis, design, development, implementation and evaluation (ADDIE) to transfer learning to the job.

Courses respond to assessed needs and are mapped to existing competencies.

Courses are designed to be participatory and interactive to transfer knowledge across groups and regions, build capacity, and foster excellence. Evaluation is built into the design.

We promote learning groups and communities of practice to increase collaboration and empower individuals to solve problems that are relevant to them. Creating mechanisms for regular feedback on day-to-day work helps to critically assess what works and what does not in dynamic, complex environments and to adapt accordingly.

BCS Develops Materials

BCS develops materials for the instructor and learners and regularly reviews them, using participant feedback. BCS produces a detailed instructor guide that includes learning objectives, instructor presentations, scripts, student materials and handouts along with additional tools, a glossary, notes and resources for each session. Each student receives a manual detailing the agenda and learning objectives for each session, presentations, handouts, glossary, links and resources.

BCS Employs Blended Learning Approaches

We employ blended learning approaches, including face-to-face classroom training and self-paced learning in electronic courses.  Our Learning Management System delivers courses and can report on learner performance and progress, and provide feedback from pre- and post-course surveys and exams.

Original Kirkpatrick Model

We can enhance learning and practical application of best practices through follow up activities such as job aids, tools, resources, toolkits, webinars, discussion boards, or podcasts. Evaluation is integrated into the design, using the Kirkpatrick Four Levels of Evaluation.

  • Level 1 – Reaction: to what degree do participants react favorably to the training.
  • Level 2 –  Learning: to what degree do participants acquire intended knowledge, skills, attitudes, confidence, and commitment based on their participation in training event.
  • Level 3 – Behavior – to what degree do participants apply what they learned on the job.
  • Level 4 – Results: to what degree do training and reinforcement result in targeted outcomes.