Solutions & Results

Ingenia believes in working collaboratively with our clients to design strategies that are easily implemented, measured and maintained. When developing programs, we use our design methodology to combine training needs with appropriate technologies. The result: learning that does its job so that learners can do theirs.

Ingenia Services & Client Snapshots:

Design and Develop Custom Courses

ENVIRONMENT CANADA

The Challenge – Training environment scientists from across Canada in water quality assessment techniques.

The Solution – Working with Pottinger Gaherty Environmental Consultants, Ingenia developed two highly technical classroom courses on assessing water quality, and all associated materials.

The Results – Classroom courses were received positively by participants. Environment Canada engaged Ingenia to complete additional classroom and online courses.

BC HYDRO

The Challenge – Electric utility, BC Hydro, had 700 employees to train on specialized power management software.

The Solution – Working with Ingenia, BC Hydro produced pre-recorded e-learning programs, using virtual classroom and animation software. The goals were to reduce strain on management and help desk resources, save travel costs and ensure consistent training on key corporate initiatives.

The Result – 76% of those who took the online courses said they would do so again. “E-learning is a really effective method of training! It allowed me to get up to speed more quickly than traditional training because it took so much less time. The automation on the screen and discussion via headphones were a great combination. Much better than a manual.” Participant’s comment on course.

Market and Evaluate Learning Programs

PETROLEUM HUMAN RESOURCES COUNCIL

The Challenge – How do you attract, retain, and develop workers in remote parts of Canada?

The Solution – Working with Petroleum HR Council (PHRC), Ingenia developed a recruitment and retention model. Ingenia interviewed over 120 people in-person, including most major exploration, service industry, and pipeline firms. On-site visits were made to Fort St. John, Dawson, Fort McMurray, Edmonton, and Calgary. The company collected 16 best practices in support of recruitment and retention from firms inside and outside the upstream petroleum sector.

The Result – Representatives within the industry responded positively saying the model is a useful tool for recruitment in general. PHRC has received major funding to pilot the model in selected companies.