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WHY TRAIN?

WHAT IS

TRAINING?

WHY TRAININGS DON'T WORK?

ABOUT US

OUR APPROACH

TYPICAL MODULES

PRINCIPAL CONSULTANT

HOW ADULTS   LEARN

PEDAGOGY vs ANDRAGOGY

PUBLIC SECTOR

GALLERY

OUR APPROACH

  1. We follow the four steps in the TRAINING CYCLE

Before any training is conducted, it's only logical to know what the needs are first. Otherwise, it would just be another session where the "know-it-all" trainer churns out chunks after chunks of information for everyone to digest.

Most organisations choose trainings that they "want" rather what they need.

If a training session were to be of any meaning, it must follow the four steps in the training cycle.

The first and most important step, obviously, is finding out the needs for the training. Only then do we design and develop the content to be delivered and methods of delivery.

After the programme is over, we need to evaluate whether the outcome matches our expectations.

This can be done at four levels of evaluation, depending on the needs and instruments employed.

2. We design and deliver the training with the ADULT LEARNERS in mind -  we follow the ADULT LEARNING CYCLE

However, bearing in mind that TRAINING is only "An effort taken by the employer to provide an  opportunity to the employees to acquire skills, knowledge and the right attitudes towards the job", one can only hope that the employees who attend the training sessions would be WILLING TO learn something... and APPLY it back at the work place when they return.

3.  We can help the organisation to do up to LEVEL 2 EVALUATION - using the Kirkpatrick model.

4. For the training outcome to be really meaningful, we have to remind the management to do FOLLOW UP activities after the  course to ensure there is proper monitoring of the participants' behavioural change (LEVEL 3 evaluation) in periodic intervals.

5. While we don't claim that every training session that we conduct will produce the desired results, we can at least be sure that we have approached it in the right way.

6. LEVEL 4 evaluation - whereby the outcome of the training will give the IMPACT and R.O.I. to the organisation will have to be seen objectively - as it involved many inter-related factors:

• The willingness of the participants themselves to change their behaviour

• The belief and support of the management towards the training effort

• The length of time it takes for a more permanent change in behaviour at a larger scale - which will, hopefully evolve into a new CULTURE.

7.  Lastly, we very much believe that:

"An ORGANISATION is only as good as the PEOPLE in it, and the people are only as good as the organisation ALLOWS them to be..."