Rapid Learning Institute (RLI) has released the RLI Skill-Gap Assessment Tool, a suite of four assessments to help organizations identify skill gaps among managers and salespeople, identify the appropriate training content to address these gaps, and track improvement over time.
The RLI Skill-Gap Assessment Tool provides data visualization and learning analytics to help companies solve one of their most difficult training and development challenges – demonstrating return on investment. By tracking progress at intermittent “checkpoints,” RLI’s assessment dashboards allow companies to validate skill improvement in specific areas where they’ve invested in focused training efforts.
A suite of assessments
The four assessments are:
- Sales Manager Assessment of Team Skill Gaps
- Individual Salesperson Self-Assessment of Skill Gaps
- Senior Manager Assessment of Team Skill Gaps
- Manager/Supervisor Self-Assessment of Skill Gaps
RLI is making the assessment is available free of charge to current customers and selected prospective customers. As a result, each customer receives a detailed report showing its areas of strengths and gaps, compared with a wide cross-section of organizations. Using this data, RLI also provides the customer with targeted recommendations for training content, deployment and follow-up, based on proven best practices among RLI’s customer base of more than 1,000 organizations.
RLI is a leader in the exploding field of corporate micro-learning. In fact, it was the first e-learning company to create libraries of bite-size, single-concept videos anchored in academic and institutional research. Content areas include sales, leadership and management, human resources and employment law compliance. RLI customers include businesses, government agencies, nonprofits and educational institutions.
RLI bases online training on three core principles: 1) Rapid Learning. Workplace training comes in short bursts – just five to seven minutes at a time. Today’s multi-tasking workforce has neither the time nor the attention span for traditional lengthy training formats. 2) Single-Concept Learning. People learn best when training is focused on a narrow concept where learning goals are clearly defined. When training is delivered in small packets, the brain can easily absorb, remember and apply what it learns. 3) Research-Based Learning. Training is most powerful when it’s grounded in verifiable research. That’s because when learners see training as credible, they’re more likely to translate the learning into on-the-job behavior. So, RLI’s signature 5- to 7-minute modules, called Quick Takes, incorporate these three ideas into unique training programs that get results.
Based in Greater Philadelphia, RLI is an operating division of Business 21 Publishing.
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