Page 11 - Q1 2022 Rosendin Corporate Newsletter

boot camp to enhance the learning in content retention that was validated begin rethinking how they train to
experience and explain the “why” through the exit exam given to learners address these new conditions.”
of processes and procedures. within 30 days of completion of the
boot camp,” Hart and Roldan note. Roldan and Hart note that changes
Project management positions typically “Scores jumped from an average of 79 may include only requiring entry-
require months to get new project percent for the in-person boot camp level knowledge for certain positions
managers up to speed on policies compared to an average of 91 percent and then upskilling or leveling up
and procedures. The PM Boot Camp, out of 100 for our virtual training.” employees through company-provided
however, shrinks that timeframe from 60 training or tuition reimbursement.
to 90 days to just 30 days. The PM Boot PREPARING FOR POST-
Camp is now a virtual instructor-led PANDEMIC AND BEYOND Rosendin is simplifying work processes
workshop utilizing both synchronous while finding ways to analyze the output
and asynchronous content delivery Even as Rosendin continues to thrive of its work groups. The company wants
over the course of four sessions in two and grow despite the pandemic, to be able to provide targeted learning
weeks while maintaining the integrity it is keeping its eye on the future, and development. “We envision a
of the original boot camp. Additionally, including takeaway lessons from workforce that is enabled to perform
PM Boot Camp participants are the last year-and-a-half, and how more value-added work, and that has
required to complete a quiz after each those lessons can be used to build a simplified processes and tools that
session to gauge learner retention stronger future. “During the pandemic, enable that. Training’s part in that is
and a final PM Boot Camp Exit Exam we had to rethink how we could reviewing data analytics and confirming
once all four sessions are complete. continue to work and the conditions that projects are following process and
in which we expected the worker to getting the expected results,” Hart and
The shift from an in-person setting work in,” say Hart and Roldan. “The Roldan explain. “By 2032, we will make
to virtual instructor-led training has combination of early retirement and data-driven decisions on deployment
saved the company approximately individuals rethinking their options of training resources to business units
$87,000 per year. “In addition to the will require changes in flexibility. or projects where the financial risk
savings, we noticed an improvement Organizations can be proactive and without intervention is the greatest.” 

ROSENDIN TRAINING TEAM: Top row, from left: Irma H., Corporate Trainer; Christi M., Corporate Quality & Compliance Auditor; Kayla H., Training Coordinator; and
Brandon F., Director of Quality. Middle row, from left: Manuela G., Administrative Assistant; Steve M., Corporate Field QA/QC Manager; Stephanie R., VP of Quality
and Training; Lisa V., former Vice President of Quality and Training; and Connor G., Instructional Designer. Bottom row, from left: Robin V., Director of Subcontractor
and DBE Outreach; Phillip B., Training and Development Manager; Jeff D., Workforce Development Training Manager; and Eric L., Corporate Field Trainer.
THE FEEDER | 11