Sales, Customer Service,  Safety and Diversity Training systems Pricing

Single site license for smaller companies £795 or $1,490 US

Unlimited use license for any and all company sites £1,980 or $3,960 US

(UK sales subject to VAT)

2-Day in-house solution development and course production training at your company premises.   More Information......

Pricing: 

£1,240 or $2,480 US

(UK sales subject to VAT)

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More Information - Sales and Customer Service Course Development

The Sales and Customer Service course development and training software is specifically designed to address customer facing competencies in both Sales and Customer Service roles. The competencies fit easily into any existing competency mapping framework and comprise the 5 essential negotiating competencies of Avoiding, Accommodating, Compromising, Collaborating and Confronting, and the 3 critical probing skills relating to Strategic Open Ended questions, Tactical Open Ended Questions and Close Ended Questions.

As the course uses videos of real people simulating the customer, the trainee has real time input to judge responses based on the verbal content AND the body language of the customer. 

Each time the trainee chooses a response, this Learning Management System information is collected and translated into a competency framework update so that a coaching report can be generated for the employees' manager. The coaching report targets managers to structure "Work-Withs" and "One-on-Ones" to maximize their coaching efforts around real capability gaps instead of the "Any problems?" One-on-Ones and observing the employee dealing with carefully selected compliant customers. The coaching reports also introduce accountability in coaching for the manager, as the next training module taken by the employee measures any change in competecy, and therefore measures the managers' coaching competency and training needs. 

The captured trainee competency mapping data also produces best practice success profiles when employee performance is measured, which can be then be translated into on-boarding modules, recruitment profiles and competencies for best practice transfer. The training software also becomes a powerful recruitment tool, as, by putting a potential new-hire quickly through a few training modules, a competency profile is produced which can be compared with existing performance achieving competency profiles. 

The Learning Management System also includes a "strategy gauge" where each potential response choice is graded against corporate policy and acceptable corporate ethics to automatically produce an evaluation measurement of how close an employee is to the way the company wants to do business. Finally, the Learning Management System also includes a budget reporting facility. If, when signing employees on to the training system, the system administrator enters salary information, the LMS automatically captures cost of training information for each employee and updates the spend against budget report on-the-fly.

The Best Practice Transfer Ltd. Development and Training software has been designed by a trainer for trainers. The template-based module approach means that any trainer in your company who can point and shoot a simple video camera and can fill information into any red boxes on the screen can make interactive multimedia training modules with no technical skills whatsoever. Course development is therefore focused exactly where it should be - on gathering subject matter expertise relating to opportunities and problems and translating that expertise or best practice into meaningful, measurable competency training modules. The modular approach to course development also has two significant advantages. Firstly, each module is designed to address a specific competency in the competency framework, and each module becomes an available module in the center of excellence library that can be withdrawn and assembled with others into a full training or on-boarding course that is relevant to each individual employee's training need. Secondly, it mitigates the substantial cost of developing training courses that become redundant. In any changing environment, competencies have a significantly longer shelf life than procedures, and competency training modules can be quickly modified or replaced to reflect new thinking or best practice as it occurs. Empowering trainers to analyze training needs and opportunities, and then produce immediate training interventions in-house, not only motivates a training department, but also introduces accountability to demonstrate a measurable effectiveness and Return On Investment for all training modules produced as the learning management system reports any changes in trainee competency. 

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More Information - Health, Safety and Diversity Course Development

With this in mind, the Safety Training software has been designed with a two-level decision and action strategy: 

The first level is to make one of three decisions - "Do Something", "Do Nothing" and "Tell Someone." It's purpose is to raise awareness of potential and observed safety problems, and to introduce accountability for action even if the safety problem is perceived to be "not my problem." 

The second level is choosing an appropriate action to follow the decision, and when both decision and action are correctly chosen without error, the employee is marked as qualified on the safety competency and is accountable for any deviation from the learned procedure. 

Operational procedures training uses the same decision / action strategy but whereas a single module can be a safety competency, generally a progressive series of "What do you do next?" decisions and actions comprise a procedure competency. Customized Safety Training Courses and Procedures Training Courses are cheaper and superior to generic courses, and by virtue of their direct relevance to your real operating environment, mitigate the financial litigation risks associated with non-specific training. 

The Training Software can also be used to develop courses based on the selection of correct or incorrect pictures instead of video. For Safety Training, the pictures are used in a "Which picture is correct/incorrect" mode, and in operational Procedures Training the pictures are used in a sequential mode such as "Which of these pictures indicate a low-voltage problem?...." "Which of these controls will adjust the voltage variation?... etc." 

All Safety Training and operational Procedures Training software has been designed for use either with a conventional mouse, or as a touch-screen system for employees with low computer literacy skills.

The Health and Safety Course Development and  Training Software has been designed by a trainer for trainers. The template-based module approach means that any trainer in your company who can point and shoot a simple camera or video camera and can fill information into any red boxes on the screen can make interactive multimedia training modules with no technical skills whatsoever. Course development is therefore focused exactly where it should be - on gathering subject matter expertise and translating that expertise or best practice into meaningful, measurable competency training modules. The modular approach to course development also has two significant advantages: 

Firstly, each module is designed to address a specific competency in the competency framework, and each module becomes an available module in the center of excellence library that can be withdrawn and assembled with others into a full training or on-boarding course that is relevant to each individual employee's training need. 

Secondly, it mitigates the substantial cost of developing training courses that become redundant. In any changing environment, competency training modules can be quickly modified or replaced to reflect new Safety or Operational procedures as they become necessary. 

Empowering trainers to analyze training needs and opportunities, and then produce immediate training interventions in-house, not only motivates a training department, but also introduces accountability to demonstrate a measurable effectiveness and Return On Investment for all training modules produced as the learning management system reports any changes in trainee competency.

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More Information - 2-Day in-house solution development and course production training at your company premises.

This is a two-day training course for any HR personnel and trainers who will be involved in course development using the Best Practice Transfer system. It's purpose is to not only maximize the utilization of the development system, but also to act as catalyst in pushing training solution development initiative to the trainers in the front line, and then capturing their solutions for development and best practice transfer.

Program:

Day 1:

• Setup and customization of course development systems on existing computer platforms including company logo insertion.
• Full training for all personnel in the use of the course development software and LMS. (learning management system.)

Day 2:

A practical day producing a customer-facing course and a safety/procedures course including:

• Obtaining stakeholder buy-in
• Building subject matter expert teams
• Analysis of competency deficiencies
• Analysis of best practice and common errors
• Structuring solutions
• Video and photo production and editing
• Production and deployment of the finished courses