Development Experts Institute for Training

We provide administrative development services by enhancing strategies, structures, processes, skills, and culture to elevate organizational performance. Additionally, we offer governance services through systems and frameworks that ensure transparency, accountability, risk management, and compliance — achieving optimal value through better decisions, higher efficiency, stakeholder trust, and sustainability.

Training Fields

Financial and Administrative Field

Computer and IT Field

Social and Self-Development Field

Legal Field

Media and Communication Field

Our Training Methodology

The Development Experts Institute for Training follows a systematic and efficient methodology to design and deliver training programs that achieve measurable results.

1

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.

2

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.

3

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.

4

Phase 4: Training Impact Evaluation

No training is complete without measuring its effect on actual performance.

Using Donald Kirkpatrick’s Four-Level Model:

  1. Reaction: Measure trainee satisfaction.

  2. Learning: Assess skills and knowledge gained.

  3. Behavior: Evaluate application of new skills in the workplace.

  4. Results: Measure final impact on organizational objectives (e.g., increased sales, reduced errors).

  • Feedback loop: Apply evaluation results to continuously improve training programs.

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