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Customized Digital Resources
Developing client’s traditional training materials into digital learning resources.
The design and development is defined by your needs and requirements. Our staff of digital developers, graphic designers, editors, performance technologists, OD specialists, curriculum designers, technical writers, and senior training specialist can support your project at all levels of advice, counsel, and direction, to a complete turn-key process.
The deliverable is an electronic file (generally the size of a typical Word file) containing the training resource that can be accessed by your employees either as a link within your LMS system, or simply as an attachment in an email. Users initially download a small viewer software for displaying the book on their desktops (this is required only once).
The cost is driven by several factors, including the client-furnished text, interactive requirements, and graphical design elements, format, content unique requirements, and total number of works to be developed.
About Digital Development
You navigate the resource by clicking anywhere on the right page to turn to the next page. Click anywhere on the left page to turn to a previous page as you would if reading a traditional paper manuscript.
Some of the unique features include
Search the contents for key words or phrases
Post a sticky note on any page for reference or reminder
Complete check lists and forms
Fill-in questionnaires and surveys
Receive feedback and opinions
Input narrative data
Click on dropdown features
Format quizzes as check a box, select a radio box response, yes/no, multiple choice, etc.
Display correct answers
User controls allow you to
Select the Turn Mode you wish to view the book
Control the Fly Speed of page turning
Print a copy of the book in various formats
Email information to other users
Save the file to your desktop using File Save
And much more
Typical Applications
Learning and Development
Training Materials
Curriculum Development
User Manuals
Self-Improvement
Skill-Building
Helps and Guides
Policy Manuals
Technical Instructions
New Forms Instructions
Employee Orientation
Communication
Newsletters
White Papers
President’s Message
New Product Introductions
Corporate University Courses
Online and Blended Courses
Vertical Concentrations
Knowledge Transfer
Note: Our highly skilled development team can produce a single course or an entire corporate university library whether online, blended learning, or person-facing. See the following areas of expertise in course and curriculum project management and development.
Course and Curriculum Project Management
Engagement Leader
Independently applies advanced principles, theories, and concepts to work that supports the client organization’s strategic direction. Sphere of influence is account/industry /customer level and in multiple areas of specialization. Creates intellectual currency to improve products and service delivery processes. Ensures client satisfaction with Human Performance Services (HPS) products and services through effective project and resources management. Ensure HPS products and services meet overall quality standards and expectations by delivering measured value.
Assists clients through on-going support and delivery of value-based solutions which meet client business needs. Responsible for conducting in-depth studies of customer’s business needs. Facilitates discussions with senior and customer management on their mission, objectives, organization, competition, and other critical factors. Researches and analyzes customer and industry information to enhance understanding of the customer’s environment. Leads planning support teams in developing or analyzing the customer’s strategic development plan and transforming the plan into a long-range system solution. Presents engagement strategies to senior customer management.
Course and Curriculum Design
Methodology
Learning interventions are developed based on principles of Adult Learning Theory and according to a performance-based Instructional Systems Design (ISD) model. The developed interventions include not only traditional modalities, but also key ancillary techniques, such as self-discovery tools that are used as part of the training, and group-in-action techniques.
Curriculum Design Format
Curriculum maps and course maps are developed to outline and depict the recommended flow of learning interventions. The maps include specific references to the client organization needs and performance requirements including how these map to the client organization’s system-wide goals and objectives.
Training Objectives
It is understood that most curriculum has some generic content and application, however, all learning interventions and training objectives are defined and developed to meet the client organization's learner-based performance requirements and defined performance measures, to support development needs, and in consideration of the client organization’s need to align the new competencies across all organizational levels.
Measurement and Evaluation
Measures will pervade the training process. Using recognized industry evaluation models, formative and summative evaluation measures and tools will be used to assess, by target audience, the effectiveness of the learning interventions and ancillary techniques. Evaluations include, but not be limited to, assessing the instructor/facilitator, delivery media, content, learning objectives, relevance and skills transfer to the job. Suggestions for effective post-learning interventions to reinforce application of training on the job will be addressed.
Course and Curriculum Development
Project Manager
Leads project teams and acts as project/industry coach. Analyzes needs and recommends appropriate short and long term planning. Responsible for managing work to accomplish tasks that meet customer’s requirements for a specific engagement. These requirements consist of time, budget, and performance. Understands motivational factors and operates in an environment where the human resources needed to accomplish the goals are managed and met. Additionally, understands project finances and utilizes project management methodology/tools to assist in project tracking and reporting. Ensures customer satisfaction and provides overall quality by delivering measured value.
Senior Training Specialist
Analyzes, designs, develops, delivers, and evaluates training and support materials in accordance with established RGi guidelines. Conducts needs analysis of groups, processes, jobs, tools, or products to identify performance requirements of training programs and curricula. Determines appropriate design to ensure that training products are instructionally and educationally sound and develops training materials based on results of content research conducted with subject matter experts and customers. Selects and provides guidance on use of various types of media to be integrated into training products.
Evaluates training products and services to measure effectiveness in achieving desired results. Delivers training courses supporting specific customer or corporate business needs and provides guidance to other instructors. Leads the application of new development and delivery technologies and techniques by piloting the new programs, developing supporting instructional tools, and coaching other users. Leads instructor certification efforts. May provide tutoring and extensive supplementary training to individual participants based upon needs or requests.
Training Specialist
Analyzes, designs, develops, delivers, and evaluates training and support materials in accordance with RGi established guidelines. Designs, develops, and revises training products by interpreting design specifications and following established training guidelines. Integrates various types of media into delivery such as audio, video, computer and other print and non-print media to enhance training products and services. Ensures that training products are technically accurate and matched appropriately to the audience. May provide tutoring and supplementary training to individual participants based on needs and requests.
Performance Technologist
Designs and conducts performance analysis, evaluation and measurement for performance support systems (including training). Determines how to improve the performance of people as they operate within an organization thus resulting in recommended actions for improving organizational potential by maximizing human potential. Analyzes organization’s goals, cultures and systems; individuals’ and groups behaviors, beliefs as well as the gap between desired and actual performance. Participates in the assessment and planning of strategic performance improvement efforts to ensure alignment of training requirements/interventions to corporate or customer goals. Directs evaluation of training products to measure effectiveness in achieving desired results. Provides tools, models, methodologies, information and resources to RGi team members.
Performance Specialist
Uses and applies principles, theories, concepts, and techniques when working on activities and projects. Sphere of influence is project level or in area of specialization. Exercises judgment, within broadly defined practices and policies, in selecting methods, techniques, and evaluation criteria for obtaining project solutions. Transfers knowledge and skills to developing team members. Possesses basic knowledge of RGi leadership and core business/interpersonal skills. Gains experience in an area of specialization. Stays informed on current trends in the performance technology industry and related areas by participating in professional organizations or reviewing various publications. Supports tactical planning processes of HPS or HPS customers. Develops knowledge about HPS of HPS customer strategic and tactical plans. With direction, implements strategies for determining whether HPS or customer business unit objectives will be met. Assists clients in analyzing their human development and performance needs as these relate to business strategies. Participates in the development of system, product, marketing, or operational plans. Supports the implementation of business plans. Assist clients in implementing the full range of solutions for creating and sustaining human performance through organization development efforts, formal training, leadership development, change management, human performance integration.
Performance Expert
Applies principles, theories, and concepts when working on activities and projects. Acquires and expands knowledge, skills, and experiences in related areas of specialization. Sphere of influence is account/project level or in a couple of areas of specialization. Leads projects and provides direction and coaching to team members. Identifies opportunities to expand existing RGi business. Refines the application of RGi leadership and core business/interpersonal skills. Fully experienced in an area of specialization. Documents and provides support on how to present HPS products, services, methodologies, and success stories. Supports strategic or tactical planning processes of HPS or HPS customers. Communicates, implements, and/or reviews the effectiveness of strategic and tactical plans. Evaluates alternatives to determine whether HPS or customer business unit objectives will be met. Assists clients in analyzing their human development and performance needs as these relate to business strategies. Facilitates the development of system, product, marketing, or operational plans by researching and documenting alternatives.
Supports the implementation of business plans. Assist clients in exploring and implementing the full range of solutions for creating and sustaining human performance through organization development efforts, formal training, leadership development, change management, human performance integration.
Performance Designer
Independently applies principles, theories, and concepts to work activities and complex projects. Develops new principles and concepts, and develops innovative solutions for customer base. Sphere of influence is account/customer level and in multiple areas of specialization. Leads major projects with significant impact. Advises leadership, and counsels and mentors team members. Identifies opportunities to leverage RGi expertise in new markets. Fully experienced in multiple areas of specialization. Maintains depth and breadth of knowledge and experience across multiple areas of specialization. Presents RGi products, services, methodologies, and success stories to internal staff and customers. Supports strategic or tactical planning processes of HPS or HPS customers. Interacts with HPS and customer management to identify business planning objectives and planning needs. Communicates, implements, and/or reviews the effectiveness of strategic and tactical plans. Evaluates alternatives to determine whether HPS or customer business unit objectives will be met. Leads efforts to analyze the customer’s business operations, environment, and objectives to identify a strategic business plan. Facilitates the development of system, product, marketing, or operational plans by researching and documenting alternatives. Leads efforts to implement solutions that support business plans. Design a full range of solutions for creating and sustaining human performance through organization development efforts, formal training and education, leadership development, change management, human performance integration.
Senior Organizational Development Specialist
Responsible for designing and developing curricula that builds a common set of success factors for the workforce which will link the employee to the organization and build an energized workforce dedicated to service of the organization’s customer base. This includes facilitating change management intervention, creating tools to support culture management, developing benchmarking processes to improve core competencies, and establishing employee motivation/recognition programs.
Plays a pivotal role in the development and continued effectiveness of the organization’s leadership and executive development programs. Embodies addressing and defining key competencies for the future and ensuring the readiness of the executives and management teams in the organization to assume those competencies and to build them where they do not currently exist.
Senior Curriculum Designer
Analyzes, designs, develops, delivers, and evaluates training and support materials in accordance with established RGi guidelines. Conducts needs analysis of groups, processes, jobs, tools, or products to identify performance requirements of training programs and curricula. Determines appropriate design to ensure that training products are instructionally and educationally sound and develops training materials based on results of content research conducted with subject matter experts and customers. Selects and provides guidance on use of various types of media to be integrated into training products. Evaluates training products and services to measure effectiveness in achieving desired results. Delivers training courses supporting specific customer or corporate business needs and provides guidance to other instructors. Leads the application of new development and delivery technologies and techniques by piloting the new programs, developing supporting instructional tools, and coaching other users. Has the skills necessary to develop and deliver comprehensive learning, individual and organizational performance improvement, and organizational development events and products. Has knowledge and experience in working with various methods of training delivery, including classroom, self-instructional, paper-based, computer-based, and web-based delivery.
Technical Writer
Analyzes and interprets highly specialized technical information to compose detailed documentation and technical manuals utilizing established RGi standards. Conducts complex documentation and user needs analysis. Studies customer environment by analyzing job tasks, organizational structure and user needs to propose documentation solutions. Observes developmental and experimental activities to determine operating procedure and detail for document content. Interviews technical personnel, interprets reports, specifications, and drawings to increase understanding of processes and document requirements. Assists others with technical interpretation and appropriate phrasing for document content. May plan document development process and coordinate writing projects. Reviews documentation for an entire project to ensure validity, completeness of content, and consistency with order, style, and technology standards.
Editor
Reviews and revises documents, proposals, graphics and other written materials. Responsible for overall document organization, consistency, clarity and accuracy. Reviews text and recommends revisions in scope, format and content to ensure conformance with established standards. Interfaces with management and customer to establish document specifications. Rewrites or modifies text as necessary and performs final quality assurance in all materials.
Service Delivery Leader
Leads project teams and acts as project/industry coach. Analyzes needs and recommends appropriate short and long term planning. Responsible for managing work to accomplish tasks that meet customer’s requirements for a specific engagement. These requirements consist of time, budget and performance. Understands motivational factors and operates in an environment where the human resources needed to accomplish the goals are managed by another. Additionally, understands project finances and utilizes project management methodology/tools to assist in project tracking and reporting. Ensures customer satisfaction and provides overall quality by delivering measured value.
Graphic Designer
Conceptualizes and executes designs for training and development applications. Leads creative sessions with customer, writers, and internal staff to determine project requirements. Develops creative concepts and produces thumbnail sketches, and comprehensive layouts. Prepares job estimates and production calendars. Produces digital story boards, and provides artistic direction.
Digital Designer / Developer
Works closely with the creative team and account team to form a productive creative partnership. Supports holistic client project and creates a unified visual across all creative projects. Generates creative ideas and concepts to fulfill the needs of clients. Designs and creates digital concepts for social and digital projects. Brings a practical design and production experience with emphasis on concept to completion strategy and implementation.
Course and Curriculum Training and Adult Learners
Adult Learning Theory
Education-based and competency-based learning, in particular, must acknowledge and account for the characteristics of adult learners and the learning strategies that work best with adults. Adult learners expect, and deserve, to leave the experience with competencies that can directly and immediately be applied on the job. In the case of education opportunities, participants must be able to recognize and use the competencies in real job situations or “training-in-context”. Simulations and role-play rank high among the most useful learning techniques for emphasizing a “training-in-context” concept, where the learning environment approximates the workplace environment in as many contextual ways as possible.
This is characteristic at all levels within the organization. And, by using this approach, participants will be confident in the use of their newly acquired skills and competencies on the job.
Training Delivery
The curriculum which assumes courseware and all supporting materials. and training delivery has been appropriately adapted to meet the needs of the client organization’s global audiences – executives, managers, and individual contributors. Special attention has been paid that all course materials, case studies, role-plays, and/or teaching methods are appropriate for these global audiences.
The participants will be expecting skill building, knowledge transfer, feedback, personal growth, time to reflect, and an opportunity to network with other professionals within client organization as appropriate.
Contact
The Ryan Group, Inc.
(214) 613-2582
Wayne Davis
wayne.davis@ryangroupinc.com