Message from the President & CEO
From Correction Tape to Elearn – my, how far we have come!

At the risk of revealing how old I am, I would like to take you back to a time when training content was handwritten and a one hour module took 30 days to develop. (Yes, I am that old!)

I remember my first day as a Training Designer with clarity. I was shown to my cubicle and given my first assignment – designing training for collection representatives, those poor souls whose job it was to call people who were delinquent in paying their bills and make arrangements to get their money. I was told I would have 30 days to develop one hour of content. 30 days? Are you kidding me? What could possibly take 30 days?

Well the first thing was research. Although I had been one of those poor souls trying to collect payment, this was to be a new approach. Research was in order. Once gathered, I started to write. Literally write. Pen in hand I handwrote my training. Once I was done it went to a pool of employees, all women at the time who were our word processors. Or should I say my document was added to the stack of handwritten training documents waiting to be typed. Hmm, therein lays the answer to the mystery of the 30 days.

When I received my training document back, my job was to proofread it and with correction tape (tape, not whiteout – that came later) I would correct the typos. Rolling out the tape, adhering it to the document, handwriting the correction and watching the plastic backing of the tape spiral onto my desk. Then, you guessed it, sending it back to the pool for correction.

Oh the good old days! I was reminded of this recently as I had the opportunity to proofread our new elearn modules for leadership. The process, of course, is so very different. So much more automated and yet the core principles are the same. Research, develop, proofread, correct and if necessary, repeat until the end product is of the desired quality.
Some things never change. I put my heart and soul into that collection training back in the day. Yes, because I had pride in my work but mostly because I was committed to making the best training possible for the end user. It was all about the end user, my customer. At MCE, we take the same pride today and I sincerely hope, you, our end user, our customer see that reflected in the training we produce for you. 

Audie McCarthy
President & CEO
Thank you to Business Development Officer Tim Mohr and Technical Training Advisor Doug Daniels for representing MCE at FABTECH Canada 2018. Congratulations to the winner of the conference draw, Norm Clarke!
Please join us in welcoming the newest MCE team member, Lucas Robinson our Junior Training Design/Administrative Assistant. Lucas has made a smooth transition into his new position and is already a valuable member of our team.

A big congratulations to InvestorCom for winning two prestigious awards this year as well as being a finalist for Business Excellence! Way to go InvestorCom!
HR Corner: Close the skills gap: Why doing a Training Needs Analysis is important
Do you ever feel like your organization has stagnated? Is it manifested in a gap between your organization’s desired performance and its actual performance? Have you examined the reasons for the gap? There could be one or there could be multiple reasons including but not limited to a morale issue, insufficient number of employees, ineffective performance management and/or a lack of skills and knowledge. There could also be external reasons such as market conditions, trade tariffs, new competition and more. If the answer is that your organization is experiencing a lack of skills and knowledge, then a Training Needs Analysis is a good place to start to help resolve the issue.

In order to help you start moving in the right direction lets look at three questions.
1.   What exactly is a Training Needs Analysis?
2.   What are questions should you ask?
3.   How will it improve overall organizational efficiencies and foster and strengthen staff development?

A Training Needs Analysis involves the identification of skills gaps at the organizational and/or individual level. Essentially, it is the process whereby an organization recognizes what training needs are required in order to be more efficient and productive. A variety of different analysis can be used such as Organizational Analysis, Person or Performance Analysis or Cost-Benefit Analysis to name a few. The type of analysis will depend on what challenges the organization is facing.

In order to conduct a Training Needs Analysis, you need to first understand and define the skills and knowledge requirements of the organization as well as the skills and knowledge required for each individual position. 

Some questions to explore include:
1.   What are the organization’s objectives?
2.   What skills and competencies are required to achieve the identified objectives?
3.   Is training the answer?
4.   If yes, what type of training is most suitable?
5.   What additional supports need to be put in place?

Answers to these initial questions will start you in the right direction in developing a comprehensive training plan. Once the plan is strategically implemented with commitment from both management and employees to support it, the benefits will be insurmountable. It will help advance employee skills, increase job satisfaction and attract new talent. Additionally, the organization will stay ahead of the competition by keeping up to date with new trends and technologies. 

Carrie Deon
Human Resources Generalist
Course of the Month: Future Ready Leadership
The Future Ready Leadership program is designed to help participants identify and develop their own leadership style. Participants will understand the leadership behaviours and learn to demonstrate them in different scenarios. In the eight month program participants will learn the key competencies necessary to fast-track their knowledge. This enables a seamless transition into a leadership role or the opportunity to enhance skills for an existing one. MCE has successfully facilitated over 50 cohorts, you don't want to miss out!

There are 3 upcoming open seat sessions:

1. Hamilton open seat runs September 20, 2018 - March 28, 2019.

2. Paris open seat runs September 18, 2018 - April 16, 2019.

3. Mississauga open seat runs October 3, 2018 - May 1, 2019.

Contact us for more information:
For more information about our programs, contact:
Lorraine MacDonald
Mohawk College Enterprise | 905-575-2534 | |