A typical case, not a client
This study does not describe any real clients and does not report any results obtained from a client: our confidentiality commitments prohibit this. It sets out explicit working hypotheses and then deduces orders of magnitude through a calculation that you can replicate line by line. Change a hypothesis, and the result changes. During a diagnosis, these hypotheses are replaced by your actual figures.
The modelled situation
Many companies face increasing challenges in training their teams. Technological advancements, regulatory changes, and customer expectations require continuous adaptation of skills. In this context, leaders must ensure that their employees possess the knowledge and skills required to meet market demands. Designing an effective training plan involves a thorough analysis of the company's needs, an assessment of employees' current skills, and identification of gaps to be filled. This process must also consider budget constraints and available funding opportunities to ensure the viability of the training project.
| Initial hypothesis | Value | Unit |
|---|---|---|
| People to be trained over the year | 60 | people |
| Distinct modules in the training plan | 5 | modules |
| Average duration of a module | 2 | days |
| Average group size | 12 | people |
Result, line by line
The calculation table presents a summary of the costs associated with each training action as well as potential funding sources. It is important to note that this table reflects not only the amounts but also the company's strategic priorities. The rows indicate the various actions considered, while the columns specify estimated costs and possible funding. For a thorough analysis, it is recommended to cross-reference this data with the results of skills assessments and performance objectives.
| Calculated magnitude | Formula | Result | Unit |
|---|---|---|---|
| Number of groups to be formed | 60 ÷ 12 | 5 | groups |
| Sessions to be organised throughout the year | 5 groups × 5 modules | 25 | sessions |
| Training days to be scheduled | 25 sessions × 2 days | 50 | days |
| Total participant days | 60 people × 5 modules × 2 days | 600 | participant-days |
What we measure first
Identification of needs
A thorough analysis of current skills and future needs is essential to guide the training plan.
Programme design
The programme must be developed considering the company's strategic objectives and employees' expectations.
Resource mobilisation
It is crucial to identify available funding sources to support the training plan.
Monitoring and evaluation
A monitoring system must be established to assess the impact of training on employee performance.
How the mission unfolds
Skills analysis
Conduct a skills audit to identify training needs.
Development of the training plan
Design a training programme aligned with the company's objectives.
Funding search
Identify and seek available funding mechanisms for the training plan.
Implementation of actions
Implement training actions while adhering to the established schedule.
Evaluation of results
Measure the impact of training on performance and adjust the plan if necessary.
The indicators we implement
These indicators are recorded from the diagnosis and then monitored throughout the mission: they are what make the result demonstrable, rather than declarative.
- Completion rate of the plan compared to the forecast
- Attendance rate per session and per department
- Results of immediate and delayed evaluations
- Completeness of the application file, piece by piece
- Timeframe between the end of the session and the submission of supporting documents
What causes this type of project to fail
Lack of needs analysis+
Lack of resource mobilisation+
Insufficient evaluation+
Misalignment with objectives+
What is being asked of us
How to identify training needs?+
What types of funding are available?+
How to evaluate the impact of training?+
What is the duration of a training plan?+
Let's redo this calculation with your figures
The diagnosis replaces each hypothesis on this page with data collected from you. It lasts half a day and does not commit you to anything.
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