Planes, Trains AND Automobiles

Is Inzpire creating a revolution in just defence?

When you land on Inzpire’s homepage, you are greeted with an overview of who we are and what we do: “INZPIRE EXISTS TO CREATE A REVOLUTION OF HONOUR, TRUST, INTEGRITY AND EXCELLENCE IN THE DEFENCE INDUSTRIAL RELATIONSHIP”.

Since Inzpire’s inception in 2005, our primary customer has and continues to be defence – mostly aviation – both UK and abroad. Planes – tick. Our human factors and synthetic training experts have worked with F1 teams on a number of aspects of their training, performance and mental resilience. Automobiles – tick.

However, February 2019 saw Inzpire’s training services team expand in to a brand new market; the railway. Inzpire successfully competed and won a contract to conduct role analysis for 7 roles which sit within the resourcing function of Network Rail’s Human Resources department. Network Rail is responsible for over 20,000 miles of track, 30,000 bridges and viaducts and thousands of tunnels, signals, level crossings and points. The organisation also manages rail timetabling and 20 of the largest stations in England, Scotland and Wales. Furthermore, Network Rail run the company through 9 devolved route businesses. Each route is a large, complex business in its own right and responsible for billions of pounds of expenditure every year. A simple piece of analysis? Not so much, but we do love a challenge here at Inzpire.

The Job

The job analysis was conducted in accordance with the principles and methodology detailed by the Define, Analyse, Design, Develop, Implement and Evaluate (DADDIE (formally ADDIE)) model and also by utilising the experience from conducting similar studies for UK military in a previous career. Application of these methodologies and skills ensured that each phase of the job analysis was structured and contextualised and assured that the needs of the customer remained the focus throughout.

The job analysis was broken down into two parts; a scoping exercise and the job analysis. Through thorough data collection which involved questionnaires, documentation reviews, interviews and focus group facilitation sessions held at key locations across the UK, I was able to quickly grasp the complex context in which the resourcing function operated, culminating in the development of detailed task scalars for each role. By combining this comprehensive analysis with my professional experience gained both in industry and the military, I was also able to consolidate the findings and present meaningful recommendations at both the operational and strategic organisational levels.

The feedback we received was brilliant, including from one of Network Rail’s recruitment specialists who said: “I very much enjoyed working with Inzpire on this project. From a client perspective, they understood our requirements really well, asked good, sensible and practical questions to help us refine our thinking and have produced high-quality and thorough outputs that met our initial brief”.

Likewise, the team at Network Rail were an absolute pleasure to work with. I was made to feel welcome wherever my analysis took me, and people were willing to support the research at every level. The passion that the resourcing team have to want to improve the service that they offer, was commendable – and certainly made my job much easier!

Trains – tick!

Defence vs Rail; a Difference?

At Inzpire, we believe in a simple concept that you take care of the people, and the people take care of the output. In doing so we live by the following 7 values and behaviours:

1. Striving for Excellence
2. Being Customer Focused.
3. Acting Ethically and with Integrity.
4. Practicing Empowerment.
5. Being Proactive.
6. Taking Personal Responsibility.
7. Embracing Teamwork

Our people-centric values and behaviours are environment and organisation neutral and can be applied to any context; our positive contribution to Network Rail’s resourcing is just one example of this. Inzpire’s Training Services offers a portfolio of skills that can be adapted to any organisational context that involves training, roles and/or processes:

• Organisational Training Needs Analysis (Organisation, Systems, Equipment).
• Person/Job Analysis.
• Gap Analysis (Capability and Training).
• Training Design (All Stages).
• Training Delivery.
• Training Assurance (Audit and Evaluation).

Planes, trains, automobiles and everything in between – our training services team can help! If you would like to know more about how we can assist you, regardless of the industry or sector you work in, please drop us an email on

All images courtesy of National Rail