Consulting With You
JK HOPKINS CONSULTING
Building Leaders and Empowering People
Copyright 2004-2015, JK Hopkins Consulting, All Rights Reserved
Chief Learning Officer
"Feed a man a fish and you feed him for a
day. Teach a man how to fish and you feed
him for a lifetime"
Just like this familiar quote, we strive to partner with our clients
on projects so they learn how to do the work in the future.
We can implement training solutions for you today and again
the next time you need a similar project completed. Or we can
partner with your internal staff and implement and learn at the
same time. It is your choice!
The Training Physical
Unlike most departments within a company the training function often is a self-auditing
group. This methodology is being examined by what we call brave organizations that want
genuine performance improvement and will bring in a third party to evaluate their internal
We look at four core areas when we conduct a complete training review, and yet any
of these areas could be reviewed individually.
Workforce Competencies - Do your employees have the necessary skills to preform the
required functions, and do you have the right amount of people given the work requirements?
Technology Utilization - Are you using the learning technologies you have purchased to their
full potential and/or are there technologies that should be implemented to increase
efficiencies and productivity?
Inventory Analysis & Vendor Management - The training storage room is one of the scariest
places on earth as we often have no idea what we have in place or available. Likewise with
vendor agreements, many times a lot is left on the table and should be reviewed regularly
against current needs.
Strategic Training Plan - Does the annual training plan exist, and is it in alignment with the
company's strategic plan? Does the plan get communicated, monitored and evaluated on a
regular schedule? What are the goals and objectives of your training department?
Training Plan Development
We can either create your strategic training plans and career development plans ourselves,
partner with your employees and develop them together, or train your people to perform the
function with us acting in a coaching capacity.
We prefer to work with you in a partnership, as you are learning we are able to support your
efforts and there is no need to return annually for this project. If we teach you how to fish, we
feed you for life.
Performance Consulting &Training Need Analysis
The first phase of any activity to evaluate employee performance is to look at the entire
process. The process of performance consulting looks at all the issues, thus all the
solutions. Only 50% of the time will a training intervention be needed, and yet most
organizations will apply training without checking to make sure it is necessary or will have
When training is identified as part of the solution, then often the function of the manager or
instructional designer will be to perform a training needs analysis. This step will determine
the components of the training solution(s).
Are you ready to launch a customer service program, sales program, or management /
leadership development program? So often these initiatives are left in the hands of the
training class with little support for the whole effort.
We can develop not only a blended learning approach to the skills being developed, but
assist you in identifying all of the pre and post activities to make your program a success
and avoid Pointless Training!
We were evaluating changes
in our Corporate University
model to determine our future
development focus. After
reading Jim's book, I knew he
had both the knowledge and
skill sets to complete the
assessment for us.
His process was
comprehensive and his final
report was spot on. I have
multiple pages of
recommendations- all worth
implementing. I would
definitely recommend Jim!
Len Carter, Vice
Resources at FHN