BNH Expert Software | How to Videos

Dozens of macromedia flash instructional videos have been developed, to outline how various functions within ADVISOR are performed. The videos are organized by category (Processes, Configuration, ADVISOR Concepts, Training Analysis and Training Design). A list of video clips under each category can be viewed by clicking on the category title. To play the video, click on the title.

Job Task Analysis

How to conduct Job Task Analysis – the formal process of identifying major job requirements, i.e., the activities and attributes needed to perform work. ADVISOR simplifies and speeds Job Task Analysis by quickly collecting, analyzing and storing all job related data in a centralized relational database that can be accessed and updated anytime and from anywhere. View video.

Training Needs Analysis

How to conduct Training Needs Analysis – the process of identifying training needed by each job/position to attain mission/goals. Align training with operational/business needs, minimize discrepancies between operational requirements and training delivered, and maximize training impact. View video.

Training System Requirements Analysis

How to conduct Training System Requirements Analysis – the process of identifying training needed by each job/position to attain mission/ goals, system requirements and risks associated with the development and implementation of training. The analysis produces Master Task List (MTL), Master Training Task List (MTTL), Objectives/Media Analysis Report (OMAR) and Training Systems Basis Analysis (TSBA). View video.

Competency Analysis

How to conduct competency analysis – i.e., identify the levels of competencies required by each job/position as well as courses needed to attain each competency. Quickly generate concise and actionable reports to continually drive training efficiency by identifying misalignment between training and operational requirements, content duplication, unnecessary training, and cost drivers as well as readily assess the impact of change. View video.

Media Analysis

How to conduct media analysis – i.e., assess the feasibility of using alternate delivery options as well as their ability to meet organizational, learners’, as well as, all instructional needs. Identify and rate viable delivery options for each learning objective by mapping instructional requirements to the capability of each media. Reasons for rating of each delivery option are automatically presented. View video.

Cost Analysis

How to conduct cost analysis – i.e., assess the costs of alternate blends of plausible delivery options. Costs of designing, developing, administering, managing, delivering, maintaining and supporting plausible delivery options are computed. Furthermore, direct costs, indirect costs, personnel and resource requirements are assessed. View video.

Training Plan

How to create a training plan – i.e., create lessons and sequence associated learning objectives (teaching points) in the order training should unfold. Recommended delivery option, as well as length of each learning objective are also shown. View video.

Media/Option Analysis

How to conduct media/option analysis – i.e., identify the most cost effective blend of delivery options that meets training needs. Assess the feasibility of delivery options by considering instructional design requirements and risks, as well as forecast and compare the costs of viable options over life to uncover key cost drivers, improve resource allocation, reduce travel costs and time away from job, and identify the most cost effective solution. View video.

Fidelity Analysis

How to conduct fidelity analysis – i.e., identify the viability of off-the-shelf simulators or develop the functional specification for a custom-built training device. Define the fidelity requirements for visual, tactile, olfactory, affective and auditory sensory cues; the synthetic environment in which the training device resides, and the elements supported by synthetic environment. Identify and compile the requirements for each objective that the training device should support and zero in on the requirements that offer the greatest value. View video.

Personnel & Resources Analysis

How to maximize resource utilization, nullify bottlenecks, minimize duplication, prioritize activities, scrutinize expenses and recognize centers of excellence. Track which training programs are planned this quarter, next quarter or next year; how much money, personnel and resources are needed for each course and in total; type of resources, personnel and skills required, available or in short supply; impact of changes to throughput, course length and delivery method on budget, personnel and resources; and so on. View video.

Project Management

How to develop project plans – i.e., keep projects on time and within budget, and minimize delays and cost overruns, by generating realistic plans and track progress. Identify what needs to be done and when; how much time, money, personnel and resources are needed for each task and phase; critical paths/milestones; how delays in one task can impact others; who will be doing what and when; as well as how progress can be tracked. View video.

Project Management - Detailed

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Performance Analysis

How to conduct performance analysis – i.e., clearly articulate the reasons behind a performance gap as well as assess the costs and benefits of plausible solutions. Quickly generate accurate, factual data, to identify viable solutions; quantify costs and benefits; prioritize interventions and formalize action plans to continually improve performance. View video.