We
look at training need identification as the most important part
of the Client
Engagement Process. Our advisors
and research team through its expert panel of consultants, develops
an effective and efficient TNA (Training Need Analysis) process.
We invest considerable time and effort in understanding and identification
of learners’ needs and defining alignment between training
needs and business objectives. Varying with your organizational
needs, budget and time factor, we adopt different tools like questionnaires,
focus group techniques, observation tools, data analysis or a combination
of these.
At planman we believe in the experiential training approach. We seek to encourage autonomy and empowerment in individuals through case studies, assignments, role-plays, games and exercises, simulations and ‘Action Plans’ in order to ensure practical and measured applications at the workplace.
This is the most significant aspect of training wherein the actual benefit from the training is realized. We employ tools like questionnaires, 360° Feedback and collective data analysis to evaluate the training impact at 3 different levels: Reaction, Learning, and Action. This helps the organization realize the efficacy of the training intervention. These tools help the organization evaluate and retain individuals based on their core competencies
