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Training

Training Visual

Overview

Training prepares employees with the knowledge, skills, and confidence needed to successfully adopt new systems, processes, technologies, and ways of working.

This practice area helps project teams identify learning needs, define an effective learning approach, develop role-based learning experiences, and deliver training that prepares stakeholders for implementation. Training is designed to support organizational readiness by ensuring employees understand not only how to perform new tasks, but also why the change is occurring and what success looks like.

For more information about the OCM CoE model, visit the OCM CoE main page.

Why It Matters

Successful adoption depends on more than providing information—it requires preparing people to perform effectively in the future state.

A structured training approach ensures learning is aligned with organizational needs, stakeholder roles, and project objectives. By understanding training needs early, designing targeted learning experiences, and evaluating training effectiveness, organizations can improve confidence, reduce disruption, and accelerate adoption.

Training also provides valuable insights into organizational readiness by identifying knowledge gaps, reinforcing key behaviors, and informing additional support before and after implementation.

Supporting Activities 

The Training Needs Assessment identifies the knowledge, skills, and learning requirements needed to prepare impacted stakeholder groups for the future state. It evaluates audience characteristics, role-based impacts, current capabilities, and learning preferences to determine what training is needed and who requires it.

This activity helps teams:

  • Identify impacted audiences and required competencies. 
  • Assess current knowledge, skills, and learning gaps. 
  • Define role-based learning objectives. 
  • Determine appropriate learning approaches and delivery methods. 
  • Prioritize training based on organizational impact and readiness needs. 

Training Strategy defines the overall approach for preparing employees to adopt new ways of working. It establishes the learning objectives, delivery model, governance, timeline, roles, and measures of success that guide training throughout the initiative.

This activity helps teams:

  • Define the overall learning approach and success measures. 
  • Establish training governance, roles, and responsibilities. 
  • Develop a training roadmap aligned with project milestones. 
  • Select appropriate delivery methods for different audiences. 
  • Integrate training with communications, stakeholder engagement, and readiness activities. 

Training Design & Development creates learning experiences and materials that enable employees to perform successfully in the future state. Content is developed using change impacts, business processes, role mapping, and learning objectives to ensure training is relevant, accessible, and effective.

This activity helps teams:

  • Design learner-centered training experiences. 
  • Develop instructor-led, virtual, self-paced, and job-aid materials. 
  • Create role-based curricula and learning paths. 
  • Validate content with business stakeholders and subject matter experts. 
  • Refine materials through reviews and pilot sessions. 

Training Delivery & Evaluation prepares employees through structured learning experiences while measuring training effectiveness and identifying opportunities for continuous improvement. It includes coordinating delivery, monitoring participation, gathering learner feedback, and evaluating whether learning objectives have been achieved.

This activity helps teams:

  • Coordinate and deliver instructor-led, virtual, and self-paced learning. 
  • Support Train-the-Trainer and facilitator readiness. 
  • Monitor participation and course completion. 
  • Evaluate learner understanding and training effectiveness. 
  • Use feedback and performance data to improve future learning and support adoption. 

OCM CoE Support

The OCM COE partners with campus units and project teams to develop learning strategies that prepare employees for successful adoption of new systems, processes, and ways of working. We help teams assess learning needs, define right-sized training approaches, design effective learning experiences, and evaluate training outcomes to strengthen organizational readiness.

Our level of engagement is tailored to each initiative. Depending on the magnitude of change, we may provide strategic guidance, collaborate with project teams to develop learning strategies and materials, or provide hands-on support to design, coordinate, and deliver training activities.

Support may include:

  • Facilitating Training Needs Assessments and role-based learning analysis 
  • Developing or reviewing Training Strategies aligned with project objectives 
  • Advising on curriculum design, learning paths, and delivery approaches 
  • Supporting the design and development of instructor-led, virtual, and self-paced learning materials 
  • Providing guidance for Train-the-Trainer programs and facilitator preparation 
  • Developing evaluation approaches to measure learning effectiveness and inform continuous improvement 
  • Providing templates, tools, and best practices aligned with UCLA's OCM methodology 
  • Advising teams on how to scale training activities based on project size, complexity, stakeholder impact, and adoption risk 

For access to the OCM CoE resources, including how-to toolkits, templates, and sample materials, please contact us via email: dtsocmcoe@it.ucla.edu. We are also available to answer any questions about the OCM methodology or to discuss your OCM needs.