Training
We provide administrative development services through enhancing strategies, structures, processes, skills, and culture to improve performance. We also offer governance services through frameworks and structures that ensure transparency and accountability, as well as risk management and compliance, to deliver maximum value through better decisions, higher efficiency, stakeholder trust, and sustainability.
Training Needs Identification
Surveys and Interviews
ngage with employees and managers to identify skill and knowledge gaps
Performance Analysis
Monitor departments and employees to determine areas needing improvement.
Company Objectives
Link training directly to the organization’s strategic goals
Content Design
Interactive Content Only
Use workshops, case studies, role-playing, and group exercises.
Performance Analysis
Monitor the performance of departments and employees to identify areas that require improvement.
Company Objectives
Align training directly with the company’s strategic goals.
Content Design
- Interactive Content: Go beyond lectures. Use workshops, case studies, role-playing, and group exercises.
- Engaging Materials: Create visually appealing presentations and training resources with infographics and images to support text.
- Real-life Examples: Incorporate workplace-related scenarios relevant to Arab companies and factories for practical relevance.
Trainer Selection
The trainer is the most critical element and must be:
- Specialized in the field: With hands-on industry experience (e.g., a trainer with factory management expertise).
- Strong facilitation skills: Able to manage discussions, ask effective questions, and motivate participants.
Training Methods
- Face-to-face training: Effective for practical skills and interactive workshops.
- E-Learning: Best for theoretical subjects; flexible and scalable (e.g., Arabic video-based courses).
- Blended Learning: A combination of face-to-face and e-learning for optimal results.
Evaluation and Follow-up
- Immediate evaluation: Measure participants’ satisfaction during/after the training.
- Impact measurement: Monitor post-training performance to verify application of acquired skills.
- Feedback collection: Gather input from managers and participants to enhance future programs.
Expert Development Office Training Methodology
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Phase 1: Training Needs Analysis (TNA)
The cornerstone of any successful program. It identifies the gap between current and desired performance.
Define objectives: Productivity growth? Better customer service? Technical skill enhancement?
Data collection: Surveys, interviews, performance reports, focus groups.
Gap analysis: Compare current employee skills with role requirements to identify training needs.
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Phase 2: Program Design
Learning objectives: Define SMART objectives (Specific, Measurable, Achievable, Relevant, Time-bound).
Content development: Cover both theoretical concepts and practical applications.
Methodologies: Select appropriate approaches (workshops, lectures, case studies, role-playing, hands-on training).
Training package: Prepare trainer and trainee guides, presentations, and activities.
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Phase 3: Training Delivery
Trainer selection: Choose competent trainers with proven expertise and communication skills.
Logistical setup: Plan venue, equipment, and schedules to ensure a smooth experience.
Engagement: Encourage active participation, discussions, and questions.
Real-time assessment: Use quizzes and discussions to check understanding during training.
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Phase 4: Training Impact Evaluation
No training is complete without measuring its effect on actual performance.
Using Donald Kirkpatrick’s Four-Level Model:
Reaction: Measure trainee satisfaction.
Learning: Assess skills and knowledge gained.
Behavior: Evaluate application of new skills in the workplace.
Results: Measure final impact on organizational objectives (e.g., increased sales, reduced errors).
Feedback loop: Apply evaluation results to continuously improve training programs.
