The knowledge and skills of an organization's employees have become increasingly important to its performance, competitiveness and advancement. Krueger and Rouse (1998) examined the effect that training and workplace education programs can have on various organizations. The study included an analysis of numerous outcome variables that may be achieved through training.
We understand that the main object of every organization is to improve its performance but it can never be possible without the efficient performance of employees or in other words effectively trained employees.
We work and partner with organizations to develop a structured and systematic development plan for their employees and make them understand and accept, training as a fundamental and contributing factor to achieve business goals, including increased productivity. Effective training programs are systematic and continuous.
In other words, our customer sees training as a long term process, not just an infrequent event. Because the world is changing at a rapid rate, it is important that employees and supervisors keep abreast of change, in order to remain relevant and current. Therefore, businesses and their employees must be able to assess their own capability and re-skill when necessary.
We at Excellential we are fully equipped to support you in finding skills gaps that affects employee productivity and we provide customized training solution for employee empowerment. Even a 1% gain would be significant for most large organizations and we would be happy to bring that gain to your business and measure it for you.
We at Excellential know that a highly trained workforce is essential in today’s marketplace and organizations have different challenges to deal in fast changing business environment.
Not all training modules are created equal as the developmental need vary from organizations. We establish partnership with our clients to conduct a thorough TRAINING NEED IDENTIFICATION (TNI) to understand their unique and specific needs. TNI helps us in knowing what is needed, who needs to be trained, level of participants, their existing competencies, Focus areas and how they learn.
Post TNI we create customized content that is aligned with business objective. Content Creation works on ADDIE model- Analyze Design, Develop, Implement and Evaluate. This framework helps us understand, what is being targeted and what the expected outcome is.
Having known the planned outcome, we plan our strategy of customized content creation by creating Intervention plan that adds value to the participants and the organizations.
We apply our vast experience to provide flexible training solutions to our clients to unlock the potential of their employee and set newer benchmarks in employee engagement.
They say- “what gets measured, gets valued” How apt it sounds when organizations get their manpower trained, not knowing as to what would be the level of impact on business outcome. The need for improved productivity has become universally accepted and that it depends on efficient and effective training is not less apparent.
It is widely recognized that employee Attitude, Ability, Skills and Knowledge are the bedrocks of success in the highly competitive business environment of this challenging economy. It is against this backdrop that workplace learning is of pivotal importance but without having the impact measurement of any training, we would now know how effective the training has been or how efficiently the job applicability of learning took place.
Various models of training effectiveness measurement prevails in the industry and we at Excellential have adapted Kirk Patrick's model that support training measurement at all levels (4 Levels) in a well defined way. Reaction and Planned Action, Learning, Job Applicability and Business Results. We help you measure identified CSF’s (Critical Success Factors) at a level that best suits your business.
“Tell me and I forget, Teach me and I remember, Involve me and I will learn.”
~ Benjamin Franklin, 1750
At Excellential, we have a defined approach of “learning through experience or “learning by doing.”
Experiential learning process that we work on involves- (as noted by Haynes-2007)
Throughout the experiential learning process, our participants are actively engaged in posing questions, investigating, experimenting, being curious, and solving problems, assuming responsibility, being creative and constructing meaning.
Participant’s involvement produces a perception that the learning task is authentic. Our Trainers recognizes and encourages spontaneous opportunities for learning with participants.
Not many organizations advocate training, as an essential component of strategy. Most would only support it as a “Good Thing” if it doesn’t cost much or divert focus and energy from the business imperatives. Of course they have reasons for this characteristic approach as not very often they see objective alignment of training with organizational strategy and business outcome.
When we ask participants in a training, why they are here, most of them give us a canned answer: “To develop my competencies, and learn how to be a better and happier worker bee.” Or, “They sent me here, and nobody bothered to explain why.” Now that’s where it goes wrong. A weak alignment means low effectiveness, high costs, low morale and lost opportunities.
We at Excellential have the ability to recognize change and respond rapidly to meet the need that companies generate in fast moving innovative business conditions. Our engagement with business stakeholders creates partnership with the organization in linking trainings with business strategy. We successfully can help companies identify competency gap (CGA- Competency gap analysis)
Our approach in partnering with organizations help us in identifying if the training solution is linked to strategic priorities, key stakeholders are fully involved and engaged in the designing process, Our team completely understands the business and its challenges, does the training solution relates well with required skills, behaviors and mindsets and how well outcome is defined and its measurement periodicity. We also believe in that training outcomes should be further translated into individual learning objectives
The first person whom we recall talking about strengths was Peter Drucker. In a variety of his speeches, writing and training films dating back to the 1950’s, Drucker highlighted the value of focusing on someone’s strengths. Regrettably it appears that no one listened.
However, convincing leadership to develop their strengths rather than hack away at their weaknesses is hard work. Like Ulysses’ sailors being drawn to the Siren’s song, despite all the passionate encouragement we can give, the majority of leadership gravitates toward fixing their weaknesses.
We sincerely feel that having worked on weakness is good but to have your strengths worked upon and making them your core competence is great. Smart professionals learn to manage around their weakness but in the process miss out on further developing their strengths.
Strengths can never compensate for weakness or focusing only on weakness or strengths can over burden teams. Weakness might be confused with inexperience sometimes and it can be successfully addressed. However the idea is to discover strengths, maximize on it and at Excellential we help you with that as, “your strengths lead to your unique selling point”. With Excellential the focus lies on achieving a balance in improving both.
Application of learning is referred as behavior change too. It is about influencing organization behavior through the application of learning’s.
If you look up the definition of “Learn” in a dictionary, you are likely to find- Acquire knowledge or skills, to gain information, to memorize. The definition to us does not seem insightful and we have no clear understanding of what it means to acquire knowledge or skills. How does this relate to learning?
Knowledge, information, ideas, theories can be transmitted from trainers to participants but does that mean the learning has taken place? According to Kolb (1984), the learning cycle begins when the learner interacts with the environment (concrete experience)
Looking at the complexities of different learning styles of individuals, we at Excellential follow , Kolb’s Learning Cycle and Blooms Taxonomies (1956) of learning’s.
Kolb’s Learning Cycle points out that learning has both concrete (active) and abstract (intellectual) dimensions-
Blooms Taxonomy is about-
You probably will appreciate that "knowing" is different from "doing" And we know it at Excellential and that’s where adult Learning plays critical role in designing training intervention.