Coming Soon
Something new for learning and talent development is on its way.
Something new for learning and talent development is on its way.
Tailored training designed around your people, challenges and objectives.
Understand your needs.
Tailor the learning.
Practical outcomes.
Professional development should make a difference to the work people do.
Talnova helps individuals build confidence and capability, and works with employers to design learning around the challenges their teams face. From a focused workshop to a wider development programme, we connect training with practical actions people can take back into the workplace.
Bespoke training starts with a conversation about what needs to change. We design learning around your roles, your systems and your operating reality — then agree how you’ll tell whether it worked.
A practical review of how your business develops its people and where learning could improve performance. It leads naturally into a tailored development plan.
Your goals, operating model, sites, workforce, customer requirements and constraints.
Conversations with leaders, managers and employees, and observation where appropriate.
Induction, skills records, training materials, leadership development, refreshers — and how learning carries over into the job.
By role, team and business priority, including digital confidence and future needs.
Separate urgent gaps from practical improvements and longer-term development.
Workshops, coaching, supported workplace learning, digital resources, qualifications and apprenticeships where eligible.
Responsibilities, timing, operational cover, budget and agreed measures.
Pilot where useful, gather feedback and adapt.
Compare practice against the starting point and agree next steps.
The exact package is agreed with you and scaled to your business.
What we found, in plain language.
Which learning each role or team needs.
What to do first, next and later.
How learning fits around operations.
A clear proposal for the learning we’d deliver.
Measures, owners and a review date.
Agreed measures, a starting point and a review date.
We agree measures with you before learning begins — for example supervisor observations, task accuracy, customer feedback, attendance, confidence backed by evidence or relevant operational indicators. Each has a baseline, an owner and a review period.
We don’t promise a fixed return on investment, and training is rarely the only reason a business changes. What we do promise is an honest review of whether people are using what they learned.
A skills review is a learning and capability review. It isn’t legal advice, a statutory safety audit, a clinical assessment or a guarantee of regulatory compliance.
Illustrative situations to show the approach — not accounts of completed client work.
Supervisors manage teams differently across locations. A skills review identifies the common gaps, leading to supervisor workshops, workplace activities and line manager feedback. Consistency is reviewed through observations and service measures.
The founder handles every people issue and newly promoted managers lack confidence. HR essentials, feedback practice, a structured induction and a manager development plan are combined, then reviewed against whether managers apply the processes and know when to escalate.
Strong technical work sits alongside inconsistent consultations and little marketing confidence. Technical development, client experience and a social-media workshop are combined, then reviewed against consultation quality and use of the content plan.
Staff have very different levels of confidence. A baseline task leads to differentiated learning and practice on the real systems, with a review of whether people can complete the work independently. Accessibility and language needs are considered throughout.