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Research and Training in Tandem
The aim of our research process is to encourage focused learning. Traditional coaching often uses generic training content for participants of different industries and proficiencies. When relevance and applicability are reduced, interest levels drop considerably and with that, training efficiency and dollars are not fully utilized.
It is therefore important to grasp a clear understanding of the real training needs of a company. Some of the common questions we ask are: is the management’s understanding on certain issues aligned with the employees’? Is there more than one reason for a productivity shortfall? Is there a discrepancy between perceived training needs and real training requirements? There are many questions that need to be answered before a productive training course can be arranged.
With this in mind, MJI proposes a 5-step training process for effective corporate training. The purpose of this procedure is to first correctly identify and pinpoint critical problem areas, facilitate employee understanding on these issues and finally to resolve them. Hasty diagnosis, without the support of clear evidence and full understanding, will only waste training hours and funding, and still ignore any core incompetency.
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This first discussion is important for reasons that are twofold. First,
trainers must have a clear understanding of the company’s
organizational structure, communication processes and organization
profile. Second, a detailed profiling will enable the research team to
map out a specific and appropriate research strategy and provide an
accurate diagnosis.
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A full research procedure is launched with the aim of answering
pertinent questions asked by the management. Researchers will propose
an appropriate methodology that takes into account statistical
confidence. Hidden or unidentified problems and issues will also be
highlighted. |
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The
research team will submit a training proposal for review. Research
findings will be discussed and explained, and a corresponding training
programme proposed. |
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The
trainers will take over to ensure that participants play a full part in
the learning process. Part of this challenge is already fulfilled by
the focused training content. Training will be varied and
interactive—as far as possible, we promote experiential learning as
opposed to traditional classroom lectures. |
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This step
is important for the management to assess training efficiency. A full
statistical report that traces participants learning before and after
the course will be submitted. Participants are also encouraged to
correspond with our trainers continually after the training since there
will necessarily be new questions and enquiries. Some courses will run
into a higher training level to further heighten competencies. |
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