Training is an integral part of CRET’s blended methodology. There are a many reasons for additional training. The need for training may be brought about due to a change in process or the introduction of new technology into the workplace. In these cases, the development and delivery of training would be planned for and developed under a Change Management Plan. Additional training may also become apparent after a thorough organizational assessment or reorganization is completed. At times, these assessments are performed within the context of an ongoing, broader performance management methodology established across the enterprise. In all cases, CRET’s training methodology is designed to support your training needs.

Our training methodology includes the following steps:

• Assess and Analyze Needs
• Develop Learning Objectives
• Design an Integrated Learning Strategy
• Design and Develop Component Training
• Deliver Training
• Evaluation Performance

During each step in the methodology, CRET will integrate the knowledge, experience and perspectives from multiple stakeholders: the client, subject matter experts, and representative learners. This approach ensures that the client’s needs are met through the delivery of relevant training designed to improve an individual’s performance. We have developed both group training and computer based training across a broad base of learners including program managers, systems engineers, capability planning analysts, and other acquisition personnel.