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Training cycle process :

We will work with you to ensure you understand exactly what we are doing to help solve your issues.

Identify Needs - Learning Needs Analysis. This is where we work closely together to identify exactly what the issues facing you are, and to find a solution to them.

Design - Design the solution to fit in with, and to complement your organisational culture, structure and working practices.

Deliver - Our expert facilitators will deliver the solution as a pilot programme to ensure that it can be tweaked for that perfect fit.

Assess - With your help we will assess how the learning solution has made an impact on your organisation

Evaluate - If you wish we can also put advise you on how to put measures into place to evaluate the Return on Investment

Training Needs Assessment

Training needs assessment can be as simple as asking an employee what they'd like to be able to do better to as complex as developing an individualized training plan for every employee. Learn how to select appropriate training needs assessment approaches and tools. Training needs assessment is a tool that helps you create a superior workforce.

We conduct a training need assessment to :

to pinpoint if training wil make a difference in productivity and the bottom line

to decide what specific training each employee needs and what will improve their job performance .

to differentiate between the need for training and organisational issues .

Training techniques :

1.On-the-job Training and Lectures

The two most frequently used kinds of training are on-the-job training and lectures, although little research exists as to the effectiveness of either. It is usually impossible to teach someone everything she needs to know at a location away from the workplace. Thus on-the-job training often supplements other kinds of training, e.g., classroom or off-site training; but on-the-job training is frequently the only form of training. It is usually informal, which means, unfortunately, that the trainer does not concentrate on the training as much as she should, and the trainer may not have a well-articulated picture of what the novice needs to learn.

On-the-job training is not successful when used to avoid developing a training program, though it can be an effective part of a well-coordinated training program.

Lectures are used because of their low cost and their capacity to reach many people. Lectures, which use one-way communication as opposed to interactive learning techniques, are much criticized as a training device.

2. Programmed Instruction (PI)

These devices systematically present information to the learner and elicit a response; they use reinforcement principles to promote appropriate responses. When PI was originally developed in the 1950s, it was thought to be useful only for basic subjects. Today the method is used for skills as diverse as air traffic control, blueprint reading, and the analysis of tax returns.

3. Computer-Assisted Instruction (CAI)

With CAI, students can learn at their own pace, as with PI. Because the student interacts with the computer, it is believed by many to be a more dynamic learning device. Education