Learn the process and steps to building a learning organization through needs analysis and strategic planning. Improve performance development and outcomes with 5 defined building blocks. Support new hires with comprehensive onboarding programs.

1. Through Knowledge Advantage, a
learning and development
consultancy, Ruth Kustoff provides
learning needs analysis, strategic
planning and implementation,
program and curriculum design, and
knowledge and talent management in
support of creating and maintaining a
learning organization.
http://www.knowledgeadvantage.biz
860.256.7879

2. Building on Experience
Homeland Security
Based on years of experience and lessons
learned from a diverse portfolio of clients
and projects, Ruth offers insight and a
creative approach to ensure learning and
knowledge align with organizational goals
and mission.
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3. Steps to Building a Learning Organization
Ruth works with clients to strategically plan learning programs that
support employee development and organizational goals, to create a
competitive, responsive and flexible organization.
•
Assess current workforce knowledge,
•
Identify learning needs,
•
Consult with cross-functional teams from across the
organization to gain insight into on-the-job training needs,
•
Determine learning styles,
•
Evaluate training to determine if design and delivery modes
are appropriate to end users,
•
Provide detailed and clear documentation of identified
information to create a baseline to track progress,
•
Provide project management oversight with a focus on
tactical needs to reach identified goals.
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4. The Value of a Learning Organization
Committing to becoming a learning Homeland Security
organization will result in greater success
in using learning as a competitive
advantage to support staff growth and
development while meeting market
trends, and delivering on
customer needs and
requirements.
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5. Learning Needs Assessment
and Strategic Planning
•
•
•
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Using SWOT analysis and learning needs
assessment tools such as surveys and one-toone interviews, Ruth works with clients to
identify organizational goals and determine how
learning aligns to them.
With a thorough examination of organizational
systems, Ruth breaks through underlying
assumptions of how things get done, and
encourages innovation for improved processes.
Ruth leads organizations in continuous
improvement of learning delivery through
ongoing analysis and evaluation.
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6. Performance Success
Ruth’s Five Building Blocks of Performance is
a defined process around talent
management:
1.
2.
3.
4.
5.
Recruitment
Training
Learning and Development
Performance Success
Retention
Click to learn about each step
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7. Onboarding Programs
Onboarding is important to the new hire and the
organization. A comprehensive onboarding program builds
loyalty, and develops faster organizational engagement as
new hires recognize the organization’s support.
Onboarding programs ensure:
• Faster time to productivity,
• Higher employee motivation,
• Improved understanding of job expectations, and
• Greater knowledge of how individual performance
aligns to organizational goals.
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8. Creating Partnerships
Ruth partners with clients to:
• Identify and define learning needs and
objectives to ensure they tie to business goals.
• Create a learning roadmap that defines the
steps required to build and maintain a learning
organization.
• Incorporate new information and ideas into
current learning programs that offer valuable
benefits to learners and a return on investment.
• Foster long -term relationships to ensure
ongoing evaluation and assessment of programs
to enhance and improve delivered solutions.
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9. Additional Offerings
Working across the organization, Ruth provides learning and development support from
front-end analysis to planning and implementation.
Additional services Ruth can provide include:
• Process review for new product roll-out,
• Development of supplemental learning materials and marketing collateral,
• Review and analysis of informational hierarchies, and
• Improved categorization and indexing of knowledge.
Ruth brings tangible results to meeting organizational needs for knowledge sharing, new
program development, and strategic development to support new hires and experienced
employees.
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10. Partial Client List
Recent Clients
Gore & Associates
Harvard Business Publishing
Johnson & Johnson
Medair
Additional Clients
Citigroup
Goldman Sachs
FedEx
Morgan Stanley
ruth@knowledgeadvantage.biz
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11. Knowledge Advantage Experience
Ruth Kustoff founded Knowledge Advantage, a learning and development consultancy,
in 2005.
With over 20 years’ experience in business and learning needs analysis, Ruth has a
keen ability to ask targeted questions of key individuals in the organization to identify
requirements to meet defined goals.
Ruth’s approach in helping companies identify learning needs is strategic, as she learns
the business needs of the entire organization to determine how employee knowledge
impacts overall goals.
Connect with Ruth on LinkedIn
By phone: 860.256.7879 or email: ruth@knowledgeadvantage.biz
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