CLIENT NEEDS: CSDD needed to organize training for new employees remotely. In order to successfully implement this transition, it was necessary to review and supplement the content of the curriculum, as well as to prepare in-house trainers to work in the digital environment.
WIN PARTNERS SOLUTION: to review the content of existing training program, update it and develop the skills of in-house trainers in distance learning management.
RESULT: a new program for the online format was developed, 3 in-house trainers gained knowledge and skills to work remotely.
What business problem did the client want to solve?
“Road Traffic Safety Directorate” (CSDD) is a state joint stock company acting in accordance with the Road Traffic Law and the CSDD Statutes. CSDD provides vehicle registration, driver qualification examinations and issuance of driving licenses, roadworthiness testing, road safety audit and general supervision, maintains Latvia register of vehicles and their drivers, as well as participates in informing and educating road traffic participants. Road Traffic Safety Directorate also operates Riga Motor Museum, its Bauska branch and Biķernieki racetrack.
Due to the restrictions of the pandemic, the CSDD needed to organize training for new employees remotely. The organization teaches new colleagues in Riga and regions several times a year. The implementation of online training meant the opportunity to optimize employee time, ensure a continuous work process, and rational allocation of financial resources. In order to successfully implement this transition, it was necessary to review and supplement the content of the curriculum, as well as to prepare in-house trainers to work in the digital environment.
What solution did we implement?
1. step. WIN partner coach Aldis Zauls got acquainted with the CSDD’s current internal curriculum, developed guidelines and recommendations for internal trainers on the most effective transfer of existing content in the e-environment.
2. step. The final version of the curriculum was developed in collaboration sessions with the client’s in-house trainers.
3. step. Under the guidance of Aldis, the CSDD in-house trainers were preparing to conduct online training, technically mastered a number of digital tools for enriching e-learning content.
4. step. In-house trainers in cooperation with WIN partners consultant conducted online training for two groups of employees.
5. step. The WIN partners consultants provided feedback on the training and outlined the development opportunities for each in-house trainer.
As part of the training project, a new online program was developed, and the client’s in-house trainers acquired knowledge and skills to work remotely in order to maintain the pace and dynamics of training adults remotely.
The training took place in March – May 2021. 3 CSDD in-house trainers participated in it.
How does the client evaluate the result of the project?
Santa Perova, Deputy Head of CSDD HR and Quality Assurance Department:
“We are really pleased that our in-house trainers accepted this challenge and learned many useful things about organizing online learning process. And I must say – it worked! The staff who participated in the training appreciated it very much! Practical activities helped us become smarter and to increase our technical skills, and have given us the reassurance that what will change and evolve will exist!”
What are WIN partners follow-up ideas after this project?
- The biggest challenge in this project was to create a joint curriculum, as each trainer has his own experience and his own tips & tricks.
- At the beginning of the project, the trainers had different technical skills, so the training content had to include activities that would help to even this level.
- In order to provide maximum added value, this kind of training must include time for individual work with each trainer.
