VPS develops curriculum and training content that reflects how your people work, what they need to learn, and how they need to access it.
From work analysis and curriculum design to content modernization, customization, and multi-format development, we create clear, practical learning experiences that support improved performance, better engagement, and consistent delivery.
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Our Architect™ process is a finely-tuned structure that elevates and streamlines curriculum and content design from the start.
With meticulous attention to detail, our team aligns curriculum design with:
By first mapping what people need to do, where gaps exist, and how learning should be structured, we keep programs impactful, relevant, and consistent. This results in performance-driven content that resonates with learners.
We design content around how work actually happens.
That includes:
We also account for:
Whether you’re starting from scratch or updating existing content, our approach keeps learners engaged and supports seamless knowledge transfer on the job.
Our state-of-the-art learning solutions seamlessly blend best practices with groundbreaking innovation.
That can include:
At VPS, we are dedicated to ensuring a truly tailored and impactful journey for every individual learner. For how content is delivered, managed, and scaled, see our Training Delivery approach.
We use AI to support parts of the content development process — only where it actually makes sense.
That can include:
AI helps us move faster. But our team still shapes the content, aligns it to the work, and makes sure it’s accurate and usable.
Content should lead to better performance on the job.
We design training with that in mind — from the start. That includes aligning content to real tasks, expected outcomes, and how performance is observed in the field.
Ongoing tracking, reporting, and program management are part of how we ensure that training supports real work and real performance. To learn more, see our Training Administration approach.
Training content can support onboarding, technical skills, compliance, product training, and leadership — based on role and need.
The 70-20-10 model suggests most learning happens on the job (70%), through peers and coaching (20%), and through formal training (10%). We use this as a guide to design content that supports real work—not just classroom learning.
Yes. We can update, restructure, or break down existing content to make it easier to use, easier to maintain, and more relevant.
Content is built to be updated over time, so it can reflect new regulations, systems, or products without starting from scratch.
We can design content to fit into the workday: shorter formats, role-based structure, and materials that support real tasks, not just completion.
Common approaches include pre- and post-training knowledge assessments to gauge learning gain, learner engagement and satisfaction surveys, on-the-job observations and manager evaluations to confirm skill transfer, and business KPI tracking.
This is custom digital training created specifically for your organization, so it reflects your systems, workflows, and real-world use.
Content is structured so updates can be made quickly — without rebuilding entire programs every time requirements change.
We design shorter, task-based content with mobile access, so teams can learn on the floor without stepping away for long periods.
We build structured, role-based content that can be delivered consistently across locations while staying aligned to defined requirements.
Content is built around real equipment, safety requirements, and field conditions, so it matches how work actually gets done.
We build content that can be updated regularly, with scenarios that reflect current risks, not just static awareness material.