Training Factory

A place for discussion, creativity and production between our customers and our training and multimedia experts.

Within the Training Factory, we can guide your reflection on your current and future challenges in terms of training and skills management.

Current challenges

The primary goal of LGM Digital is to support all players in complex systems and programmes in achieving perfect comprehension of technical information. This is why LGM Digital's training strategy is global, as it must provide solutions over a broad perimeter, and not only on specific materials or training task resources.

Helping our clients to change the "expert + PowerPoint" training model is becoming increasingly urgent, as over the last 10 years, several factors have grown:

• waves of experts are set to retire in the next 5 years, which will jeopardise the maintenance of essential knowledge,
• the arrival of new generations is characterised by higher turnover, hence more need for training and a reduction in the number of experts in the longer run.
• the use of digital technologies in training is growing increasingly complex with the blending and increase in the number of tools, technologies, methods and sciences, while the possibilities offered by digital in terms of learning effectiveness and creation of services have never been greater.
• the increase in competition causes a search for service providers, a drop in guarantee costs and the reinforcement of the image to limit the erosion of margins and finding growth levers while ensuring the loyalty of the customer base. Three factors on which the training activity has a significant impact,
• the will of the general public and companies to reduce the carbon footprint by limiting travel whenever possible.

This is why LGM Digital has implemented a strategy based on 7 pillars:

Skills management

LGM Digital provides support in the production of deliverables as defined in the skills framework.

Step 1
We use an activity analysis, broken down into tasks and subtasks, in order to identify the skills necessary for carrying out a process. The activity analysis is based on interviews of experts/specialists and based on reference documentation (profession manuals, job descriptions, industry standards, etc.)

Step 2
Based on individual profiles or a group profile of the target audience, the following data is collected (partial list):

• Nature and field of academic training,
• Professional background and qualifications
• All abilities relevant to the field of the tasks to be performed

Step 3
Following the activity analysis, the skills required to lead a profession, perform a job or obtain a certification are identified and listed. The requirements for each skill are determined in the "Target level" line, based on a standardised scale.

Step 4
Based on the data collected (step 2), the current skills of each person or group of persons are evaluated and the actual level of each skill is determined on the same standardised scale. For each person or group of persons, the objective is to identify the current level of each skill.

Skill level scale

#	Level	Description
4	Creation - Innovation	Is able to develop the profession and/or work domain, and have expert authority
3	Analysis – Evaluation	Is able to provide advice (recommendations, tools, methods, organisation) when faced with a new problem
2	Application	Is able to reproduce independently a controlled practice within a pre-defined framework.
1	Knowledge – Comprehension	Is able to explain the underlying theory and the concepts that the knowledge relies on.

Step 5
The profile of each person or group of persons is compared with the target level. This comparison allows the learning shortcomings to be determined, and hence allows the definition of justified and customised training paths. Each person or group of persons will follow the training path corresponding to their profile and providing the knowledge and skills necessary to meet their requirements (the "target level").