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Government Business Solutions provides training solutions and development tools that adhere to the highest levels of quality, cost effectiveness, and compatible with current industry standards.
To be effective and efficient, employee learning and development must involve a series of activities that are instructionally sound in nature and are developed for the purpose of conveying knowledge and leading to the acquisition of demonstrable competencies.
GBS believes that development of a centralized, phased New Employee Onboarding timeline that clearly documents various activities and actions at each phase of tenure, including training, resources, and a New Employee Network will allow the employee a place to track their progress and follow sequential and clearly noted steps to facilitate their long-term on-boarding. GBS' Employee Sponsorship Programs are effective for employee on boarding and are divided into two parts with multiple players: the Peer Buddy Program and the Sponsor Program. GBS believes that Leadership Development Training must be planned for each personnel type.
By creating an Exercise Development Standard, GBS can foster a predictable, efficient, and dependable learning environment that facilitates the sharing and reuse of resources.
During analysis, the GBS identifies the learning problem, the goals and objectives, the audience’s needs, existing knowledge, and any other relevant characteristics. GBS utilizes training design as a systematic process of research, planning, identifying and specifying the complete design of the course objectives, lesson planning, topic content, training methodology, media, learner exercises, courseware content, and assessment criteria.
GBS uses the ADDIE method and the Implementation section is divided into two parts: pre-session and post-session activities.
Post-Course Activities: tasks are related to ongoing access to session files, access to recorded sessions, post-session learning, evaluations, and report generation.


Twenty-nine per cent of the small business owners surveyed reported that training and development takes budgetary priority over most strategic and operational initiatives.
Source and negotiate with accredited training providers who understand enterprise training. We focus on assisting organisations to drive their business success through meaningful and sustainable workforce training, learning and development. Recognising that each organisation is unique in its internal capability and capacity, we offer a flexible approach ensuring you are not paying for services you don’t need. Our approach aligns nationally accredited vocational education and training (VET) qualifications, to business needs.
Montague Consulting staff have successfully delivered training, learning and development programs for private organisations, government agencies and the not for profit sector. Employees must receive trainings necessary to achieve development of their competencies—the skills, knowledge, abilities, and other attributes related to their job duties and individual growth for the benefit of their home departments and the organization overall. Our goal at GBS is implementing a Learning and Development program that will provide targeted training driven by competency needs and gaps essential to support the organizational mission, objectives, and goals. The peer buddy would be an individual from the same or similar team and from a similar grade as the entering employee.
The audience groups and training purposes identified below should be targeted, taking into account timing, locations, length of training, and accessibility of online and computer based training that support the audience’s needs.
Our goal is allow all clients ease of use of any of our training materials including those within any Learning Management System.


Development is the actual production and assembly of the materials that were developed in the design phase. Pre-Course Activities: enlists the help of the broader team that is going to assist in the successful implementation of your session. To combat this, owners are investing in training and development to create the employees their business needs to thrive. On average, small businesses spend eight per cent of revenue on training and development, and expect to nearly double spending on training in the future (anticipating and average increase of 7.5 per cent over the next two years). By using a competency-based training and development curriculum, employees will understand how to reach the next proficiency level within each competency, which will increase engagement by promoting clear career pathing, opportunity, and mobility. GBS values the importance to include the client throughout the design and development process and staying within time schedules and deadlines. GBS uses the Kirkpatrick Model for evaluating the training program which includes: reaction, learning, behavior and results. For us, qualifications should never be the driver of any initiative because from an organisation’s view point, without improved performance, there is no value. Employees will benefit more if the sponsor was selected from a list of high-performing, practiced, and effective sponsors who would help an employee progress through their onboarding phases and assist to expand the employee's potential.



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