This early stage in developing the intervention is also the best time to get specific information about the resources available, specific requirements for training and any constraints (factors that limit what is possible) to avoid wasting time developing a learning intervention that will not meet requirements or that cannot be put into place.
Use Tool #6 Resources and Requirements Worksheet to record information in this step.
|Box 8: When established requirements for training don't match the need|
An organization wants to limit the amount of time learners are permitted to be away from their jobs and has therefore already established the training time. However, your assessment has uncovered the need for more skill development than is possible in this established time. What can you do?
Think of how to explain this need to the stakeholders, perhaps in terms of the cost-benefit of the intervention and quality of its results. Give them some creative options for how to provide opportunities for the learners to develop skill competencies that will avoid interruptions in service delivery.
For example, options might be structured on-the-job training or shorter group-based training interventions followed by self-study and/or peer learning with supervisory coaching until the learners are competent.These interventions, with targeted technical assistance, could even build the capacity of the organization to sustain a continuing education program over time, an option that might be of particular interest to the organization.