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F.A.Q.
Below are answers to some of the more common queries we receive about our services. If your question is not answered, please contact us.
Featured FAQ - I'd like to organise in-house training for my team of analysts. What benefits and outcomes can I include in my request for funding?
Many companies use in-house training to "kick-start" projects or as a catalyst for change. A common approach when writing an internal business case for a training course or program is the 5 step method:
1 ) Training Objective
A brief paragraph to describe what's in it for the company. A training objective is a statement of the focus and direction of the training.
For example:
"to equip analysts with the skills necessary to undertake a new project"
"to train analysts in formal techniques as part of the adoption of standardised processes for capturing and documenting requirements".
2) Organisational Outcomes
Describes the specific outcomes that the organisation will get as a result of the training. Examples can include:
- less rework & lower costs
- tighter control of specs
- higher quality project deliverables
- better client communications
- improved client relations
- operational cost reductions through the use of consistent procedures
- staff involvement and ownership of processes
- greater milestone control
Organisational outcomes work best when aligned with corporate objectives such as better quality/fit of deliverables to business needs. This in turn supports increased competitiveness of the organisation. Other organisational benefits include reduced operational costs and reduced time/cost overruns on projects.
3) Staff outcomes
Staff development and motivation are direct benefits of training. When run in-house for the whole team, outcomes include:
- focusing the whole team on the business objective
- greater ownership of deliverables
- everyone on the same wavelength
- demonstrating the organisation's commitment to skills development
4) Cost Benefit Analysis or Cost Justification
This should be tied in with organisational outcomes and quantified wherever possible. Methods for quantifying benefits can range from the general e.g. cost of training represents 2% of the fully burdened cost of an analyst and the projected workplace efficiency improvement is 10%... through to the specific... 30% of staff time is spent re-defining requirements after the prototype phase, by improving the initial requirements definition phase, the re-work overhead is projected to drop to 10%.
5) Measuring results
This step has already been defined in the Cost Benefit Section above so is relatively straightforward to express as a performance metric. Remember that no one becomes a brain surgeon overnight (despite what they say in the How-To books!). Once staff have acquired skills they need time and practice to apply and incorporate them in their work activity. Set realistic time-frames for measuring improvement. Balance a desire to show payback in the short term against the fact that a person with new or improved skills can apply their expertise over many years.
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