Training and organisational development
While web technology and social learning tools support learning in new ways, well-designed training still has its place in organisational life.
When training is needed
Whatever the training goals, we design and develop training with this cycle of the process of learning:
- Analysis of needs for Training and organisation development
- Design of Training and organisation development services
- Delivery of Training and organisation development including followup support
- Evaluation of the impact of Training and organisation development on business results.
Training is suited for compliance and credentialing. For example, we provide the IOSH Managing Safely programme in different formats to managers and supervisors as well as Working Safely to front-line staff; both training programmes are validated by the IOSH (Institution of Occupational Safety and Health) who provide the third-party credential certificate, recognised worldwide.
Training is also suitable for 'deep' learning, in which learners are helped to recognise assumptions, beliefs and habits that influence their impact on other people. We provide bespoke training in interpersonal skills, including negotiation, selection interviewing and behavioural observation for safety improvement.
When it is 'the organisation' that you need to develop
As your business has to respond to changes in market circumstances, it is easy to think of developing your organisation simply to create economic improvement or to defend against competitor action or other changes in your marketpleace. But that may well not be an adequate way to get to grips with aspects of your organisation that concern people.
If you are having difficulty finding suitable staff to fill a particular kind of vacancy, increasing remuneration is an economic option; but other options may be equally or even more important, such as reviewing the tasks and the training involved, the lines of reporting and status attached to the positon as well snon-financial forms of compensation. Even more radical forms of action may be more appropriate such as reviewing your standard sources of applicants and initiating new forms of partnerships with educational institutions to improve recognition and awareness of your brand as an employer.
