Professional service firms must compete for quality talent in today’s job market. Implementing a Training and Learning Culture is critical to attracting and retaining the best employees. In order to be worthwhile and effective, training and learning must encompass not only CPE requirements, but also soft skills and technology.

Leadership that insists upon accountability and mandates the implementation of training objectives, requirements, learning ladders, and curricula is the only effective form governance.

The QuickStart Learning Advantage offers your firm the expertise to establish comprehensive training objectives as well as customized learning plans for each employee.  Let us help you join the ranks of the best learning firms today!

• Perform a Requirement Analysis to determine the skills for defined positions.
• Identify proficiency shortfalls for team members in their current position.
• Develop custom individualized learning plans.
• Provide a development path for individuals to prepare them for professional progression.

Step #1: The Requirements Analysis (off-site)

This module is designed to identify the essential job skills required by someone successfully holding a defined position.  This is referred to as a “Critical Task List”.

This analysis consists of a remote survey completed by individuals holding the defined position, their supervisors, and their peers.  The survey data will then be analyzed by the consultant and the Critical Task List for that position itemized.

Deliverable:  Critical Task List, by position, delivered and discussed with firm Partners, Managers, and others the firm may wish to include.

Step #2: The Gap Assessment (on-site)

This module is designed to identify individual job proficiency shortfalls based upon the tasks identified in The Requirements Analysis.  The identified proficiency shortfalls become the learning requirements for that individual.

The assessment consists of remote surveys completed by, on-site and/or phone interviews with, individuals holding the defined position, their supervisors, and their peers.  The survey data will then be analyzed by the consultant and the learning requirements for that individual itemized.

Deliverable: Learning requirements report delivered by web conference to each individual and his/her supervisor.

Step #3: The Curriculum Builder (off-site)

This module is designed to identify individual learning plans based upon the proficiency shortfalls identified in The Gap Assessment.  

This step consists of analysis by the consultant of results from The Requirements Analysis and The Gap Assessment.  The result will be individual learning plans (curricula) designed to address the identified learning needs.

Deliverable: Individual Learning Plan (Curriculum) of training objectives, timelines, and sources of training tailored to the needs of each individual assessed.  The reports will be delivered by conference calls with each individual and his/her supervisor.

Step #4: The Ladders to Success (off-site)

The Ladders to Success module builds upon The Requirements Analysis, and data drawn from The Curriculum Builder, and lays out a professional development program for any employee in the firm.  Unlike The Curriculum Builder, which addresses short term individual learning needs, this module provides a development path which will allow any employee to prepare professional progression through the firm.

This step consists of analysis by the consultant of the “Critical Task List(s)” developed in The Requirements Analysis and identifies learning requirements to progress from one level to the next (i.e. Tax Senior to Tax Manager).   This allows employees and supervisors to chart longer term learning objectives for those with promotion potential.

Deliverable: Career development plans (Learning Ladders) for sequential positions in the Tax, Audit, and Consulting teams.  These career development plans will be presented to firm leadership by web conference.