What we offer


Learning Needs Analysis

No one decides to create a new learning solution for fun. There’s always a problem in the business that needs to be solved. And maybe a learning intervention will be all or part of solving that problem.

Learning Needs Analysis is the process of examining and defining the business problem, trying to identify the causes of that problem, and then recommending a learning solution that could help to address the problem. And that learning solution needs to be something that is practical given the timeframe and budget available, and the characteristics and needs of the target audience.

Research has shown that small initiatives spaced out over time are very effective for embedding learning. Technology exists within the Transport cluster to allow emails and text messages to be ‘pushed’ out to key learners. These can contain links to useful resources and further information when required.



Developing new solutions

Once Learning Needs Analysis has identified a business problem and designed a learning solution, the Systems and Corporate team can develop that solution. We will either do that using our internal team, or by leveraging external vendors.

A learning solution doesn't just mean a half day training session or a 30 minute eLearning module. There are a variety of different tools and techniques that can be combined. Here are just some of the options available:

Facilitator led training and simulations

Facilitator-led training can be a traditional classroom based session. But it could also include briefings for a large group of people; or tailored workshops for 2-3 people with a skilled facilitator.

Simulations are a particular type of facilitator-led experience where participants undertake a scenario that is as close to a real-world event as possible. There is then a detailed debriefing and feedback session at the end of the simulation. This type of experience can be very valuable for skills where a group of people must work together.

Events

Sometimes learning doesn’t happen in a classroom. Conferences, webinars, seminars, lunch & learn sessions … all of these and more can be great components of a learning solution.

Self-paced eLearning

Good eLearning is much more than a ‘read and click next’ experience. Using case studies, scenarios and gamification can add an extra level of practical decision making to skills that should be improved before they are practiced in the real world (e.g. having a difficult conversation). And technology such as Augmented Reality and Virtual Reality is pushing the boundaries of what is possible even further.

Static support resources

Sometimes a short resource available at a point of need is more effective than a formal training solution (e.g. a YouTube video when you need to change your car tire).

Static support resources can include things like online help files, printable quick reference guides, and parallax scrolling HTML pages.

Videos and Animations

Many learning interventions are part of a wider change management approach, where a video or animation explaining the importance or key concepts of a change is helpful.

Other types of learning interventions use video because it is an effective way to demonstrate a realistic scenario. Or to make an online self-paced offering more engaging.

Coaching, mentoring and on-the-job training

The 70:20:10 principle suggests that most learning happens on the job rather than in formal training. So facilitating this on-the-job learning is a great way to drive changes in behaviour. This may involve giving people in the business coaching and mentoring skills. Or it might involve developing resources like Conversation Guides for managers.

Communications and push notifications

Research has shown that small initiatives spaced out over time are very effective for embedding learning. Technology exists within the Transport cluster to allow emails and text messages to be ‘pushed’ out to key learners. These can contain links to useful resources and further information when required.


Delivering engaging training

The Systems & Corporate team delivers training on a variety of different topics. Some courses are run regularly, and can be booked through Equip. But we can also deliver customised workshops that meet the needs of your team, and even offer one-on-one support sessions on Equip. We can also source external experts to deliver on specialised topics, or facilitate your own internal experts to deliver learning within the business.

Some of the topics we offer training on are shown below. You can register for upcoming training or indicate interest in a course through Equip:
  • Finance
  • Human Resource/Human Capital Management
  • Procurement
  • Project Management & Change Management


We can also help you develop or coordinate learning solutions on associated topics such as:
  • Records Management & Information Access (GIPA)
  • Technology, including Cyber Security



Enabling growth and career progression

If you are in a corporate profession (something that isn't specific to the Transport cluster), we want to help you and your team perform as well as you possibly can, and progress your career.

Some of the services we can offer to help you do this are:

  • Capability Assessment

A capability assessment is a way of validating if a group of people have the skills they need in order to perform a particular function. For example, do project managers have the capability to effectively manage a budget.

Assessment can be linked to a structure like the NSW Public Sector Capability Framework.

  • Career Coaching Conversations

We can help you facilitate your PDR cycle and discuss future career pathways with your direct reports, or assist individuals to identify the career pathways that are available to them.

  • Career Pathway Mapping

We can help you develop support tools that map out the career pathways available to your people. These can also summarise the areas of competency and capability that are linked to each job role.


Facilitating Cross-Cluster Collaboration


Learning and Development is a constantly moving and changing profession, and isn't restricted to L&D professionals. We want to help the cluster make the most of our time and resources by helping people connect and share their knowledge and resources. Here are some working groups that are underway that you may be interested in:

  • Sexual Harrassment (contact Donna Hayward, Principal Manager Corporate Policy, Workforce Relations and Management, TfNSW)
  • Onboarding (contact Heidi Davidson, Change Communication & Project Manager, TfNSW PaCS)
  • Mental Health and Wellbeing (contact Pamela Dahdah, HR Analyst and Support Officer, TfNSW PaCS)
  • Ethics & Probity in Procurement - creation of online module (contact Mary Hetherington, Associate Director Systems & Corporate Programs)
  • Transport Cluster Cyber Learning Group (contact Patricia McMillan, Cyber Security Influence & Awareness Manager, TfNSW Group IT)
  • Records Management and Information Access (contact Mary Hetherington, Associate Director Systems & Corporate Programs, TfNSW L&D)

Learning Needs Analysis

No one decides to create a new learning solution for fun. There’s always a problem in the business that needs to be solved. And maybe a learning intervention will be all or part of solving that problem.

Learning Needs Analysis is the process of examining and defining the business problem, trying to identify the causes of that problem, and then recommending a learning solution that could help to address the problem. And that learning solution needs to be something that is practical given the timeframe and budget available, and the characteristics and needs of the target audience.

Research has shown that small initiatives spaced out over time are very effective for embedding learning. Technology exists within the Transport cluster to allow emails and text messages to be ‘pushed’ out to key learners. These can contain links to useful resources and further information when required.



Developing new solutions

Once Learning Needs Analysis has identified a business problem and designed a learning solution, the Systems and Corporate team can develop that solution. We will either do that using our internal team, or by leveraging external vendors.

A learning solution doesn't just mean a half day training session or a 30 minute eLearning module. There are a variety of different tools and techniques that can be combined. Here are just some of the options available:

Facilitator led training and simulations

Facilitator-led training can be a traditional classroom based session. But it could also include briefings for a large group of people; or tailored workshops for 2-3 people with a skilled facilitator.

Simulations are a particular type of facilitator-led experience where participants undertake a scenario that is as close to a real-world event as possible. There is then a detailed debriefing and feedback session at the end of the simulation. This type of experience can be very valuable for skills where a group of people must work together.

Events

Sometimes learning doesn’t happen in a classroom. Conferences, webinars, seminars, lunch & learn sessions … all of these and more can be great components of a learning solution.

Self-paced eLearning

Good eLearning is much more than a ‘read and click next’ experience. Using case studies, scenarios and gamification can add an extra level of practical decision making to skills that should be improved before they are practiced in the real world (e.g. having a difficult conversation). And technology such as Augmented Reality and Virtual Reality is pushing the boundaries of what is possible even further.

Static support resources

Sometimes a short resource available at a point of need is more effective than a formal training solution (e.g. a YouTube video when you need to change your car tire).

Static support resources can include things like online help files, printable quick reference guides, and parallax scrolling HTML pages.

Videos and Animations

Many learning interventions are part of a wider change management approach, where a video or animation explaining the importance or key concepts of a change is helpful.

Other types of learning interventions use video because it is an effective way to demonstrate a realistic scenario. Or to make an online self-paced offering more engaging.

Coaching, mentoring and on-the-job training

The 70:20:10 principle suggests that most learning happens on the job rather than in formal training. So facilitating this on-the-job learning is a great way to drive changes in behaviour. This may involve giving people in the business coaching and mentoring skills. Or it might involve developing resources like Conversation Guides for managers.

Communications and push notifications

Research has shown that small initiatives spaced out over time are very effective for embedding learning. Technology exists within the Transport cluster to allow emails and text messages to be ‘pushed’ out to key learners. These can contain links to useful resources and further information when required.


Delivering engaging training

The Systems & Corporate team delivers training on a variety of different topics. Some courses are run regularly, and can be booked through Equip. But we can also deliver customised workshops that meet the needs of your team, and even offer one-on-one support sessions on Equip. We can also source external experts to deliver on specialised topics, or facilitate your own internal experts to deliver learning within the business.

Some of the topics we offer training on are shown below. You can register for upcoming training or indicate interest in a course through Equip:
  • Finance
  • Human Resource/Human Capital Management
  • Procurement
  • Project Management & Change Management


We can also help you develop or coordinate learning solutions on associated topics such as:
  • Records Management & Information Access (GIPA)
  • Technology, including Cyber Security



Enabling growth and career progression

If you are in a corporate profession (something that isn't specific to the Transport cluster), we want to help you and your team perform as well as you possibly can, and progress your career.

Some of the services we can offer to help you do this are:

  • Capability Assessment

A capability assessment is a way of validating if a group of people have the skills they need in order to perform a particular function. For example, do project managers have the capability to effectively manage a budget.

Assessment can be linked to a structure like the NSW Public Sector Capability Framework.

  • Career Coaching Conversations

We can help you facilitate your PDR cycle and discuss future career pathways with your direct reports, or assist individuals to identify the career pathways that are available to them.

  • Career Pathway Mapping

We can help you develop support tools that map out the career pathways available to your people. These can also summarise the areas of competency and capability that are linked to each job role.


Facilitating Cross-Cluster Collaboration


Learning and Development is a constantly moving and changing profession, and isn't restricted to L&D professionals. We want to help the cluster make the most of our time and resources by helping people connect and share their knowledge and resources. Here are some working groups that are underway that you may be interested in:

  • Sexual Harrassment (contact Donna Hayward, Principal Manager Corporate Policy, Workforce Relations and Management, TfNSW)
  • Onboarding (contact Heidi Davidson, Change Communication & Project Manager, TfNSW PaCS)
  • Mental Health and Wellbeing (contact Pamela Dahdah, HR Analyst and Support Officer, TfNSW PaCS)
  • Ethics & Probity in Procurement - creation of online module (contact Mary Hetherington, Associate Director Systems & Corporate Programs)
  • Transport Cluster Cyber Learning Group (contact Patricia McMillan, Cyber Security Influence & Awareness Manager, TfNSW Group IT)
  • Records Management and Information Access (contact Mary Hetherington, Associate Director Systems & Corporate Programs, TfNSW L&D)