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TTA is the largest provider of Learning and Development talent. Companies of all sizes partner with us to be a cost-effective, scalable, and strategic extension of their team.
Our dedicated project managers center their efforts on specific deliverables and objectives, ensuring that the project seamlessly integrates as a unified whole. With their keen attention to detail and meticulous approach, they guarantee successful planning, organization, and completion while adhering to budgetary constraints, time limitations, and scope requirements.
Whether you need program managers to operate your entire project or to handle the myriad of details involved in a large-scale training initiative, TTA has experienced resources equipped with the skills, best practices, and experience to give you confidence that your projects are being handled with minimal risk and disruption to your business.
TTA’s expert project and project managers are highly skilled in the complexities of learning and development initiatives. Our experts have experience working with organizations across all industries and sizes, enabling them to understand and overcome unique challenges and drive successful outcomes.
Learning initiatives often require scalability and flexibility to adapt to changing needs. Our project managers are highly skilled in responding to and managing changing dynamics with ease. You can trust TTA’s talent to effectively adjust project times, and resources, and seamlessly incorporate any modifications to ensure your training initiative is a success.
Using a training provider for project managers is a more cost-effective solution than maintaining an in-house team. By tapping into project management professionals on a project basis, you gain expertise without the burden of long-term expenses. This empowers organizations to allocate resources efficiently and get the most of out their learning and development initiatives.
By partnering with TTA for project and program managers, your organization can continue to concentrate on core competencies. Our project management experts will handle the coordination and details of your training initiative from the start to the end of the project allowing you to stay focused on your strategic vision and goals.
With the largest network of independent L&D professionals, TTA can provide project management experts that bring extensive expertise in learning and development strategies, ensuring a focused and seamless training experience for your learners.
Our project managers are committed to delivering high-quality results, on-time and within your budget regardless of the size or scale of the project so your organization can achieve critical learning goals.
Grace was facing a 13% retirement cliff and needed to backfill over 40 roles over a 2-year period. They did not have an established program in place to document and transfer critical knowledge and needed to shorten their 18-month time-to-proficiency process for new hires.
Brandon Hall Group Award for Excellence in Learning
Unum recognized the need to evolve their manager training program and they were at risk of losing staff. They needed a training partner that could equip 1,200 managers with the skills to lead their company toward a collaborative future.
Brandon Hall Group Award for Excellence in Leadership Development
Looking to diversify their workforce, Akamai partnered with TTA on the Akamai Technical Academy, which provides opportunities for people to pursue a technical career without coming from a traditional technical background.
Brandon Hall Award for Excellence in Competencies and Skill Development
Massachusetts Department of Children and Families (DCF) needed an innovative, fun, informative, and engaging solution to transform their onboarding program and better prepare social workers for their new roles.
Volvo was tasked with implementing a new CRM system across the company’s 600+ dealerships throughout the United States and Canada.
Toll Brothers needed to transition to a more streamlined, electronic payment process for their national sales team and unsuccessfully piloted the new program using PowerPoint. They recognized that this was not effective and needed a training partner to develop an engaging eLearning program.
IBM’s partnered with TTA to train 6,000 end clients across 256 sites, and to train their energy supplier client on the application and device, resulting in a 98.9% performance evaluation.
When Alaska Airlines merged with Virgin America they were faced with the challenge of onboarding new employees. They needed to ensure the merger did not affect Alaska Airlines’ 84% on-time departure rate.
Xerox lacked the internal resources needed to revitalize and deliver the company’s existing leadership development program, as well as identify each manager’s actions for professional development.
Lam Research wanted to free up time from training for the executive team. They needed a partner to develop a solution that helped onboard hundreds of new hires and also helped transition hundreds of employees to new management-level positions.
Union Pacific had to train over 10,000 mid-level to frontline managers in 16 locations over 12 different states in several areas of compliance.
“Vocera lacked the internal subject matter resources to fulfill the demand for training across hospitals and needed to train thousands of employees geographically scattered across the US on its new application.
HP engaged Accenture to develop a new sales training curriculum for a 5-year sales training program. This program needed to be delivered to over 4,700 learners in 48 different countries and in 13 languages.
Brandon Hall Group Award for Excellence in Sales Performance
Edward Jones needed a team of instructional design and development experts to support their team in delivering training programs throughout the company over two years.
Cardinal needed to train 4,000 frontline managers and supervisors to set managerial standards across the corporation. These 4,000 managers were geographically dispersed and needed to be trained in a very short time frame.
CITGO needed to roll out a new professional development curriculum program to employees across four US locations. With a small full-time training staff, they did not have the resources to deliver the training to hundreds of employees.
Core BTS’s service offerings include providing training to maximize their clients’ technology investments. With an increased demand for training classes outside the current offering, the company needed to deliver training without impacting its internal staff’s current training schedules.
Blount needed to fill two roles: E-Learning Content Developer and 2nd Shift Learning Supervisor. They are in an extremely competitive market and were struggling to fill these roles, so they turned to TTA’s Direct Hire Team.
SCUP developed the Planning Institute, a series of workshops designed for college planners. The curriculum allowed facilitators to have too much flexibility, which created inconsistency in the training. SCUP needed a full reconstruction of the curriculum and to up-skill more facilitators and train veteran facilitators on the new content.
After Sprint acquired 500 Radio Shack storefronts, Sprint needed to train and onboard over 10,000 employees in 500 lcations, which drove the need to find facilitators to deliver this large training initiative.
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