We’re passionate about …What We Do

OUR SERVICES

SMT Learning has significant experience managing
small to large multi-million dollar workforce
performance optimization projects. We can assist your
organization with structuring a project
, planning timelines for tasks and milestones and managing resources.

When you choose SMT to manage your project, you ensure the timely and accurate completion of your project with a quality that will exceed your expectations.

SMT Learning provides consulting on organizational optimization, workforce competency development & assurance .

We have acquired decades of experience that enable us to provide our clients with valuable insights that help them achieve their organizational goals and improve and optimize organizational performance.

SMT Learning uses a proven methodology and platform to design, develop, and deploy learning solutions for our clients.
We design and develop a plethora of learning assets, solutions, and programs. The following is a partial list of what we do.

SMT performs audits and analysis to help our clients understand the capability and limitations of their corporate infrastructure as it pertains to the capture, transformation and dissemination of knowledge across their organization and the growth of their valuable corporate memory.

We perform in-depth competency analysis for our clients. We use mystery shoppers to analyze the competency of client personnel that are engaging with customers. We analyze current levels of productivity, identify gaps in knowledge and skills. We write detailed reports that provide valuable insights and recommendations for optimizing performance.

SMT is focused on helping organizations and individual’s capture and retain voluminous amounts of information created and exchanged every day as part of their daily experiences.

The AkoyaCatch mobile app is the cornerstone of SMT’s corporate memory management solution. It helps organizations and individuals capture unstructured information and glean invaluable, previously unattainable insights.

Our SMART Approach

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Our team of process specialists, engineers, instructional designers, graphic artists, and developers call on decades of shared experience to deliver on our services. SMT Learning is identified by our SMART approach to development.

Our innovative development approach allows us to address your organization’s unique needs, and ensure a positive impact on your bottom line. At SMT Learning, we believe you shouldn’t have to choose between quality and cost.

SMT Learning’s accelerated approach streamlines the process and ensures the fast and efficient development of your learning solution. Contact us to learn more about our accelerated approach.

Each member of the our team is available for discussions with your designated point-of-contact and project team members. Our direct communication strategy ensures you can always speak to the person responsible for a particular aspect of a learning solution, rather than having their questions and concerns filtered through a middleman or limited to email correspondence. We think of ourselves as the medium in which competency development is assured through the transformation of a collection of knowledge and ideas to a set of learner-centric strategies and activities.

We help organizations optimize performance by creating communities of practice; implementing knowledge sharing platforms; creating strategies for expediting the acquisition and dissemination of new knowledge & skills, improving critical thinking capabilities, and performing competency audits and analysis through various approaches, e.g. mystery shopping. We use the latest technology, e.g. drones, virtual reality, data visualization, 3D models, animations, video, photographs and 2D/3D static imagery.

What Can We Help Your Organization With?

All high performing organizations are agile, flexible, relevant, and competitive.  Everyone in a high performing workforce is a team player. Together, Everyone Achieves More (T-E-A-M). Comradery is the cohesive fabric that binds the workforce.

Performance

The most effective companies are continuously acquiring new knowledge and skills necessary for them to evolve and build their capabilities. These organizations are aware of the importance of capturing data and information from as many sources as possible and analysing it to glean invaluable insights which contribute to the continuous acquisition of new knowledge, skills and capabilities.

Improving Capability

Competencies are the knowledge, skills, and attitudes individuals need to complete the tasks associated with their role in an organization. Only through an unwavering commitment to a high standard of rigor is it possible to assure all stakeholders that the entire workforce has the required competencies. This approach applies to everyone, i.e. frontline customer facing staff, production personnel, distribution channels, supply chain, CEOs, VPs, Directors, maintenance persons, etc. It is the collective competencies of everyone that determines the competitiveness of an organization.

Competencies

Best practices are a way of doing things that are acknowledged by everyone as being the best methods and/or techniques for completing tasks. Organizations significantly improve their performance when they are constantly identifying and evolving their best practices. This requires everyone in an organization to accept the fact that what is current today, could be obsolete or out-dated tomorrow!

Best Practices

Ensuring employees are competent performing tasks starts with separating the knowledge and skills of a job. Knowledge consists of concepts, principles, procedures, and factual information that is committed to memory.

Knowledge without discipline is meaningless

Knowledge

Becoming skilled at doing something means 1) acquiring knowledge, 2) comprehending the knowledge, and 3) applying it to perform one or more tasks.

The more skilled a workforce is, the greater the capabilities of an organization.

Skills

In every facet of our lives and the organizations we work for, attitude is very important. The attitudes we have about the organizations we work for is directly linked to the timeliness, accuracy, and quality with which we complete the tasks associated with our role.

“I have always believed that the way you treat your employees is the way they will treat your customers, and that people flourish when they are praised.” – Sir Richard Branson

Organizations that invest in employee development benefit from improved engagement, overall positivity of their workforce, and exceptional customer experiences.

Every time an employee engages with a customer is a human moment that is an opportunity to create a loyal customer and ambassador for the organization. Loyal customers are repeat business and ambassadors spread the word about an organization.

Attitudes

Critical thinking in the workplace requires individuals to be competent at considering sources of information, synthesizing information, performing evaluations and making quick decisions. In today’s rapidly changing markets, good critical thinking skills are extremely important.

Critical Thinking

One of the biggest challenges for most organizations is ensuring compliance with Government Legislated requirements. Compliance generally applies to ensuring adequate employee training for handling / transportation of dangerous goods, compliance with financial reporting requirements, operating machinery and equipment, generating unusual transactions reports, ensuring all licenses and certifications are in place.

Often industry implements regulation through self-regulatory organizations that establish rules and requirements without government involvement.

The International Organization for Standardization (ISO) which is an example of a non-governmental industry organization that helps businesses increase productivity while minimizing waste.

In order to be competitive and qualify to do business with organizations such as defense manufacturers and/or aerospace companies, businesses must comply with the certain industry compliance requirements.

Mitigating risk of is a major objective for businesses that can lose their license to operate for non-compliance with government and industry regulations. Constantly changing rules and regulations requires businesses to perform risk assessments on a regular basis, establish processes, and train personnel accordingly.

The compliance requirements for every business are constantly changing. Adapting to these changes requires companies to effectively use technology to ensure their compliance with government and industry requirements, and pre-empt non-compliance issues that may arise.

Learning Infrastructures generally encompasses Learning Management Systems (LMS), Human Resource Information Systems (HRIS), Talent Management Systems (TMS), Enterprise Resource Planning Systems (ERP), and any one or more of a number of interoperability specifications that allow the above mentioned systems to communicate with each other. A Learning Infrastructure manages how learning needs are identified, information captured, solutions designed, developed, and deployed, and how learners are tracked in terms of the learning they participate in and their completion status.

Learning Technologies encompass numerous types of technologies that can be used to develop and deliver learning. For example there are many options available for rapidly authoring eLearning. There are also numerous deployment options, i.e. self-paced online, immersive learning using Virtual Reality headsets, augmented reality using Google Glass or other similar products from a myriad of vendors.

Other technologies are video, audio, haptic gloves for interacting with virtual objects, and simulators.

There a limited number of learning mediums. These are:

  • Simulated immersive environments (Virtual Reality)
  • Classroom face-to-face
  • Self-paced online (eLearning)
  • Self-paced offline (Training Guide)
  • Field face-to-face

Although there are a limited number of learning mediums, there are however, an unlimited number of learning activities. Learning activities are determined during the design and scripting of instructional strategies. The types of activities learners participate in vary depending on the medium of instruction. For example, in a classroom, learners may be instructed to break into small groups and work on a specific problem. In a field setting, learners may be shown how perform a specific task, and then given the opportunity to perform the task. In a virtual medium, learners may be required to identify certain objects and/or respond to certain prompts presented to them in the virtual medium.

Learning Technologies comprise the use of numerous types of technologies to capture data / information, transform it into knowledge, and disseminate it to those that need it so that they are constantly acquiring the skills necessary to perform the tasks associated with their roles.

Organization Development is a set of strategies generally designed by change management experts and executed to help an organization gain and / or sustain a competitive advantage.

When change management experts are designing organizational development strategies, it is important they have a clear understanding of the goals of the organization. It is also equally important for change management experts to understand the culture, i.e. beliefs, behaviors, attitudes, and values. Additionally, an organization’s core competencies, products and services, and target customers, is valuable information to have.

Effective organizations demonstrate strength in the following key areas:

  • Level 5 Leadership – effective organizations have level five leaders as defined by Jim Collins in his book Good to Great. According to Collins there are five attributes that characterize Level 5 Leaders:
    1. They are self-confident enough to set up their successors for success.
    2. They are humble and modest.
    3. They have “unwavering resolve.”
    4. They display a “workmanlike diligence – more plow horse than show horse.”
    5. They give credit to others for their success and take full responsibility for poor results. They “attribute much of their success to ‘good luck’ rather than personal greatness.“

Level 5 leaders have a unique combination of humility and fierce resolve

  • Culture – it will always be about the beliefs, behaviors, attitudes, and values of the people that comprise an organization. The people that comprise effective organizations know why the organization is in business, what it is the organization does, and how the organization does it. Effective organizations have a culture of unwavering commitment to best practices, being accountable and working to live versus being on the  hamster wheel of living to work.  Effective organizations get this, and they hire and cultivate a work a environment that is fun, serious about excellence, and dedicated to providing the best service and / or product to their marketplace.
  • Work Processes and Systems – an unwavering commitment to continuously improving processes and discovering best work practices, i.e. always trying to find ways to do the things an organization does today, better and faster tomorrow. By doing so, an organization is  in a continuous mode of effectively and efficiently competing in the marketplace.

 

Planning for organizational effectiveness requires the input of all stakeholders. This is the crux of what constitutes an organization, i.e. a collective of persons working together to achieve a specific set of goals. This in turn requires senior leadership to guide and shepherd the development of a strategic plan that will operationalize the organization’s goals, tactics, and progress. There are numerous models and approaches used in strategic planning, and senior leadership is responsible for choosing the model they believe will work best for their organization.

Key to planning organizational effectiveness is inclusiveness!

There is a continuously expanding repository of invaluisdom can be considered an organization’s “memory” . How an organization manages its memory is paramount to it’s success.
RJ Ferguson, 2017able nuggets of wisdom in the collective populace of every organization. This collection of invaluable nuggets of w

About SMTLearning

SMT Learning is the training and competency assurance division of SMT Plus Canada Ltd, a privately-held company that has been in the training industry since 2007.

The team at SMT Learning is a talented group of organization development specialists, engineers, technologists, adult learning specialists, technical writers, project managers, graphic designers, and programmers that are committed to providing state-of-the-art solutions.

The company’s reputation is founded on a commitment to address every client’s needs with timeliness, accuracy, and quality that exceeds their expectations.

There are a couple of beliefs that we subscribe to at SMT Learning:

  • Belief #1: You shouldn’t have to spend a fortune to have a custom solution created.

 

  • Belief #2: You shouldn’t have to settle for a generic, off-the-shelf solution, just because it’s affordable.

At SMT Learning, we believe that the words “custom-made” and “affordable” can be used in the same sentence. We custom design and develop affordable solutions that optimizes organizational performance.

Contact us for a no-cost consult

How May We Help You?





428 Kenyon Road, Perth, Ontario,
Canada, K7H 3C5

+805-354-5828

info@smtplus.com

 

Our Clients