Configuration User Guide. To simplify and speed the analysis, each client and project within ADVISOR can be configured in line with needs. This includes data to be collected, analysis to be conducted, media to be considered, reports to be generated and so forth. Moreover, you can assign specific privileges to each user to indicate what they can/cannot do and which projects they can have access to. Read Guide.
Configure ADVISOR – Step by Step Guide. A step-by-step guide for configuring ADVISOR. This includes step by step instructions on how to setup and configure a client, how to setup templates and resources, how to setup projects and jobs as well as how to setup user accounts and assign privileges. Read Guide.
Needs Assessment User Guide. To find out ‘the solution for a performance deficiency’. Provides a step by step approach for understanding a problem before selecting the solution – in other words, before assuming training is needed. Needs Assessment provides an audit trail and serves as the foundation for decisions by zeroing in on the source of the problem and identifying solutions that can produce the desired level of productivity. Read Guide.
Training Analysis User Guide. The primary objective of training analysis is to uncover the training requirements for each job, position and/or employee by identifying and mapping the knowledge, skills and competencies needed to perform a job to the knowledge, skills and competencies possessed by the individual. Multiple venues may be used to identify training requirements. This includes mission analysis, system analysis, competency analysis and/or job task analysis. Read Guide.
Mission/Goal, System, Competency, Job & Task Analysis – Step by Step Guides. This includes step-by-step instructions on how to setup a project, conduct mission/goal analysis, system analysis, competency analysis and job analysis; as well as how to create tasks, knowledge, skills and attributes; define performance and enabling objectives; identify training requirements and generate various types of reports. Read Mission Analysis Guide. Read System & Competency Analysis Guide. Read Job Analysis Guide.
Training Design User Guide. The primary objective of training design is to assemble learning objectives (teaching points) in courses, and identify the most cost effective venue for the delivery of training by identifying viable delivery options (media analysis); estimating the development time; forecasting and comparing budget and resources; assessing the risks; and identifying the most cost effective options. Read Guide.
Preliminary & Detailed Media and Cost Analysis – Step by Step Guides. Two approaches are outlined in the step-by-step guide: preliminary and detailed analysis. For each approach, step-by-step instructions are presented on how to identify the most effective delivery option for each learning objective (teaching point); how to forecast and compare the costs of viable delivery options; how to select the right blend of delivery options; and how to generate business case to support recommendations. Read Preliminary Media Analysis Guide. Read Detailed Media Analysis Guide.
Fidelity Analysis User Guide. The primary objective of fidelity analysis is to identify the fidelity requirements of trainers and simulators by assessing visual, tactile, olfactory, affective and auditory sensory cues required by performance, enabling and learning objectives; defining the synthetic environment in which trainers/simulators will operate; as well as various elements that users are expected to interact with. Read Guide.
Tasked Based and Activity Based Fidelity Analysis – Step by Step Guides. Two approaches are outlined in the step-by-step guide: job based and course based analysis. For each approach, step-by-step instructions are presented on how to setup a project, training devices, jobs and courses; how to identify relevant objectives; how to assess sensory cues requirements for main system and components; how to define synthetic environment and elements; and how to generate system requirements report. Read Task Based Fidelity Analysis Guide. Read Activity Based Fidelity Analysis Guide.
Resource Management User Guide. The primary objective of resource management is to forecast personnel, equipment, facilities and budget requirements for any time period, based on planned training activities. In addition, training impact is maximized by uncovering training duplication (similar objectives within multiple courses); and revealing training creep (activities that are no longer aligned with operational/business requirements), cost drivers, personnel/resources utilization rates and so forth. Read Guide.
Resource Management – Step by Step Guide. The primary objective of resource management is to forecast personnel, equipment, facilities and budget requirements for any time period, based on planned training activities. In addition, training impact is maximized by uncovering training duplication (similar objectives within multiple courses); and revealing training creep (activities that are no longer aligned with operational/business requirements), cost drivers, personnel/resources utilization rates and so forth. Read Guide.
Performance Analysis User Guide. The primary objective of performance analysis is to analyze performance deficiencies, detect the sources of the problem, identify viable solutions, forecast budget and resources needed to resolve the performance deficiency, and recommend actions to maximize the return on investment (ROI). Read Guide.
Performance Analysis – Step by Step Guide. This includes step-by-step instructions on how to identify a performance gap; estimate its monetary impact; create performance measures; identify potential sources to the problem; uncover plausible solutions; assess the effectiveness and forecast the cost of plausible solutions; and general business case to support recommendations. Read Guide.
Training Life Cycle Management User Guide. To maintain training effectiveness and efficiency over time by continually assessing the impact of changes to missions, systems, jobs, tasks, policies, technologies, throughput, and so forth on training content and activities; as well as budget, personnel and resource requirements. This is attained through a digital-twin model that continually aligns training activities to operational requirements to identify gaps, duplication and training with minimal value. Results (personnel/resource requirements for any time period; cost drivers; bottlenecks and deficiencies) are quickly and concisely communicated through dashboards. Read Guide.