Training Methodology

• Pre-Training Need Analysis with Questionnaires on Training Topic To Be Mailed to HR, to be filled and shared with us 1 day prior to training
• Focused Group Discussions with L&D taking specific instances ( will not name these instances in training ) w.r.t. Training Topic. This will help in further customizing our content.

FOCUS WOULD BE ON INDUSTRY-SPECIFIC CASE STUDIES ON EACH TRAINING TOPIC, AND WORKPLACE EXAMPLES IN ORDER TO IMBIBE AMONGST THE PARTICIPANTS THE LEARNINGS IN A PRACTICAL MANNER, FOR EACH TRAINING TOPIC.

RELEVANT WORKPLACE SITUATIONS WOULD BE INCORPORATED AND DISCUSSED DURING EACH TRAINING, TO IMPART EXPERIENTIAL LEARNING TO THE PARTICIPANTS.

• Action Planning at the end of the workshop to ensure Training Retention at the workplace.
• Summarised Learning Mails on Action Plan Prepared with 7-8 Actionables to Be Implemented By Participants.
• The above process would be repeated every fortnight for a period of 3 months.
• 5-6 Coaching Calls For 3 Months Post Training To Each Employee on Helping Employees to Implement Acquired Learnings.
• Regular Mailed Take-Aways For Re-Iteration of Learnings, and Ensuring Workplace Implementation.
• 3 Assessments / Tests to be conducted for each participant monthly, for 3 months to assess training retention on the particular topic with assessment results, pre-training and post-training behavioral change @ workplace vis-à-vis the training subject to be communicated monthly.
• Reporting ROI Enhancement to HR Function for each training separately, on a monthly basis, for 3 months post the trainings.