Managers understand that having employees who understand their latest tools and technologies is vital to keeping a company competitive. But training employees on those tools and technologies can be a costly endeavor (As per Forbes, corporations spent$130 billion on corporate training in general in 2014) and too often training simply doesn’t achieve the objective of giving employees the skills they need.
The Cadvil experience enables clients to make use of our comprehensive suite of training courses and modules to train customer personnel in the installation, administration, maintenance, and operations of the Cadvil Solutions. We utilize the latest in learning technologies and methodologies to create a personalized learning environment, providing timely and relevant information in easily-accessible formats.
Cadvil offers its training courses in two formats:
- Classroom Learning Format: We offer training in a classroom learning format with extensive hands-on examples on the product/solution. Cadvil can deliver most class types at the customer’s location.
- E-Learning Format: Cadvil also offers product trainings in videos and tutorials in e-learning format. E-learning content is accessed through the customer’s internal web portal.
Hands-on practice: Learning is not a spectator sport. A recent study by researchers from Bucknell University found active learners perform better than their passive peers in mechanical and electrical engineering. When learning new concepts, it’s one thing to grasp the “big picture” but it’s another to implement skills or new knowledge. Especially with technical subjects, the devil is in the details and getting those details right is what distinguishes good practitioners from charlatans. We conduct trainings that emphasize hands-on labs or projects.
Accountability: The largest cost of training is often not the fee but the opportunity cost of employee time spent in training. To justify the investment, ask your training group what the learning objectives are and how the progress is measured. Measuring trainee performance extends beyond data science. Many technical subjects have right and wrong answers that can be used to assess learning. Quantifying demonstrated output on practical real-world datasets is the only protection from giving trainees a vague understanding of the concepts but not the skills to implement them.
Again, we neglect technical training programs that don’t offer rigorous assessment and accountability mechanisms. Measurement does not guarantee accountability, of course, and while managers need to hold trainers accountable for learning outcomes, they should also hold their employees accountable for learning.