PDM is a provider of high quality training and consultancy services to a wide range of public and private sector clients.


A Training Needs Analysis (TNA) is undertaken to identify the most effective and cost efficient training solution occurring from new, or changes in, equipment, organisation, procedures or legislation. It is a rigorous analysis, providing auditable documentation for stakeholder agreement.

Following a Scoping Exercise to define the scope, requirement and environment, we will move on to conduct the main TNA, which has four distinct stages:

  • The first stage focuses on identifying and describing all the tasks that must be undertaken by individuals and groups to achieve the aims of the project. This is called a Role Analysis (RA).
  • Next, a study is undertaken to identify the additional learning requirements, in terms of knowledge, skills and attitudes (KSA), required by staff for their future job as identified during the RA, over that currently required. From this analysis, training objectives are developed, and these describe the training requirement. This stage is often referred to as a Training Gap Analysis (TGA).
  • Once the differences are identified, options for “closing” the identified gaps can be considered. Consideration is given to appropriate delivery methods and media, training effectiveness, risks and opportunities, and cost-benefit. A recommended solution can be accurately priced. This phase is called the Training Options Analysis (TOA).
  • Finally, all the information and the agreed solution are gathered together in a Training Needs Report, which can be disseminated to interested parties to inform them of how a particular course of action was arrived at.

Conducting a thorough TNA in this way allows us to develop training that provides better value for money, increased productivity and enhanced efficiency.


Training is defined as an activity that aims to impart the specific skills, knowledge and attitudes required by an individual in order to perform a task or job. Training Design is a core capability of PDM and we have highly trained, specialist designers with experience in the both the defence and commercial sectors. Training Design is a stage in the development of training and involves the following key stages:

  • Event Design – the culmination of research and planning to meet the objective.
  • Event Walkthrough – a trial run to ensure that the objective can be met.
  • Pilot – an event trial run with students to confirm content and timings.
  • Course Approval – confirmation that the course meets the client’s requirements.

A thoroughly researched Training Design content with quality input from highly experienced Subject Matter Experts ensures that we design training where clients receive the most efficient and cost effective training programmes, on time and to budget.


We have an excellent track record as a first class deliverer of training to a wide range of clients. The purpose of training is to produce efficient, timely and cost effective learning that has been tailored to meet the identified need. Activities must be well managed, relevant, and accessible and must utilise new technologies in innovative ways.

Successful training delivery depends on:

  • Accurate identification of participants’ training needs.
  • A carefully crafted training plan.
  • Well-managed training details.
  • Thoroughly developed materials.
  • A prepared trainer, ready to present a compelling learning experience.

There are a wide variety of instructional methods available including: presentation, skills practice, and e-learning; each one designed to meet a particular need in a specific situation or context. For example, training can be delivered in a classroom, on the job or remotely. In addition, careful account must be taken of different learning styles and all of this presents a challenge to deliver training to meet sometimes-complex objectives.

We are committed to maintaining standards and always seek ways to improve the training experience for our trainees by using a rigorous self-assessment process, which ensures that all our training delivery services are of the highest quality. The Company sets exacting standards for its training delivery, which are continually monitored via a programme of teaching and learning observations.


Evaluation of training is the process of making a judgement as to the worth or value of training and education to an organisation. We use Kirkpatrick’s Four-Level Training Evaluation Model, which is goal based and is widely cited as an established method of conducting evaluation of training and educational interventions. Kirkpatrick’s model divides evaluation into the following levels of measurement:

  • Reactions – did the student perceive the training as useful when compared to their expectations?
  • Learning – were the new skills and knowledge acquired and attitudes developed?
  • Behaviour – has behaviour changed as a consequence of training?
  • Results – was there a measurable impact on operational performance?

Evaluating training programmes allows an organisation to examine the impact of training and education, assess what has been achieved, and assess its effectiveness and whether this has contributed towards the achievement of the organisation’s goals and targets.

Consultancy Services

Whether it is to meet legislative requirements or simply to upskill existing or new staff, good training can provide an organisation with a competitive advantage over others in the same industry/sector. In business, a key source of an organisation’s income is directly related to the expertise and skills of its personnel – recruiting professionals with a high level of skills can be far more expensive than training and developing existing employees to work at higher levels.

PDM offers a single-source service from initial consultancy through to post training evaluation. We pride ourselves on being responsive to our clients’ needs. Such consultancy includes:

  • Strategic and equipment/product specific training needs analysis.
  • Advice on or production of the training element of major tenders and bids.
  • Analysis of training effectiveness, usually by conducting an evaluation,
  • Determination and implementation of the most suitable training methods and media.

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PDM Training Solutions