TRAINING AND DEVELOPMENT CONSULTANT PHILIPPINES
Outsource your company’s Training and Development consultancy need
CONSULTANCY OVERVIEW:
Training and Development Consultant Philippines specializes in establishing and enhancing your company’s training infrastructure.
Our consultancy services include setting up your training and development department, creating a corporate university or academy, and developing an annual training roadmap tailored to your organization’s needs.
Additionally, we focus on establishing and implementing a comprehensive performance management system to align employee performance with your business goals.
By partnering with us, you ensure a structured approach to continuous learning and development, driving organizational growth and success.
CONSULTANCY DETAILS:
The goal of this training and development consultancy is to help your company:
- Establish your own Training and Development Department
- Design and schedule your training roadmap for the entire year through Competency Evaluation inclusive of designing all positions’ Job Descriptions and ADDIE (Needs Assessment, Instructional Design, Support Materials Development, Implementation, and Evaluation)
- Design and institutionalize your organization and employees’ Performance Management System so they can better measure your employees’ performance as basis for promotion and incentives.
PROPOSAL TO OUTSOURCE TRAINING AND DEVELOPMENT CONSULTANCY NEED TO MSS Business SOLUTIONS
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STAGES OF ESTABLISHING YOUR CORPORATE UNIVERSITY OR ACADEMY/TRAINING AND DEVELOPMENT TEAM
STAGES |
ACTIVITY/IES |
PERIOD |
STAGE 1: Setting Up the Milieu (Structure/Environment) |
|
½ week
Hiring of the Training Supervisor is not part of this timeline
|
STAGE 2: Training of Trainers |
We need to train the Training Supervisor and his/her team on Training the Trainers which covers:
|
1 ½ weeks |
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STAGES OF DESIGNING A TRAINING ROADMAP
STAGES |
ACTIVITY/IES |
PERIOD |
STAGE 1: Job Description Analysis |
We need to analyze all job descriptions to check if they are still relevant and responsive to the demands of their functions and if they remain contributory to the goals and objectives of the organization. | 1 week |
STAGE 2: Training Needs and Requirements Analysis and Verification |
One-on-One Interview with the Department Heads
By conducting one-on-one interviews with the target participants’ direct supervisor or line manager, we can get their inputs as to what their employees need in terms of current needs and future needs. We also need to go over their Performance Improvement or Development Plans and Coaching Logs/Forms with their employees to know what series of programs they need to undergo. |
1 to 2 weeks |
STAGE 3: Focus Group Discussions with Employees |
Per Batch Interviews with Each Department or Section
We also need to facilitate a Focus Group Discussion with each department or section of the company to determine the Needs for C.R.E.A.T.E. (Correction, Replacement, Enhancement, Alignment, Timing, or Elimination) on Performance and Character of the employees to gear them up and prepare them for their training road map.
|
1 week |
STAGE 4: Training Roadmap Initial Design |
After gathering inputs from all concerned stakeholders and utilizing tools in Training Needs and Requirements Analysis and Verification, the next step is to design the Training Roadmap in close collaboration with the internal Training and Development team of the company, categorize the programs in it, and plot the timelines for implementation. | 2 weeks |
STAGE 5: Training Roadmap Presentation, Approval, and Turnover |
We shall critique and finalize the Training Roadmap and present it to the concerned top management for buy-in, support, and approval. | 1 week |
By going through this training roadmap design, we shall arrive at the training roadmap consisting of the following training needs and requirements:
| DEPARTMENT | FUNCTION | ENHANCEMENT PROGRAMS | PREPARATION PROGRAMS | INTERVENTION PROGRAMS | ||||||
| FUNCTIONAL | BEHAVIORAL | COMPLIANCE | FUNCTIONAL | BEHAVIORAL | COMPLIANCE | FUNCTIONAL | BEHAVIORAL | COMPLIANCE | ||
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STAGES OF INSTITUTIONALIZING A PERFORMANCE MANAGEMENT SYSTEM
STAGES |
ACTIVITY/IES |
PERIOD |
STAGE 1: Gaining Key Champions’ Approval and Commitment |
ENGAGING THE SENIOR AND TOP MANAGEMENTS:
A well-designed Performance Management System will be rendered ineffective and futile if the top and senior managements will not support and commit to the system as it entails change management strategies that involve change in mentality as well. |
1 day |
STAGE 2: Building the Performance Management System Designing Team |
DETERMINING THE MEMBERS OF THE PMS DESIGN, DEVELOPMENT, IMPLEMENTATION, AND EVALUATION:
The right people should design the Performance Management System project and that its members should represent all stakeholders, both internal and external. The members of the PMS Design team should be:
|
3 days |
STAGE 3: Reviewing Organizational Goals and Objectives |
VISION, MISSION, AND VALUES:
The designers should orient themselves on the company’s vision, mission, and values and strategies, tactics, and operations as the performance management system and corresponding scorecard should be based on organizational, divisional, departmental, and team expectations |
2 days |
STAGE 4: Determine Key Result Areas (KRAs) |
ENGAGING ALL STAKEHOLDERS IN DETERMINING KRAs:
KSA-EMJ METHOD IN ALIGNING COMPANY EXPECTATIONS AND A HOLISTIC TRAINING AND DEVELOPMENT GEARED TOWARDS MEETING OR EXCEEDING KRAs Key Result Areas |
1 to 2 weeks |
STAGE 5: Determine Key Performance Indicators (KPIs) |
After the KRAs or the categories of the company’s (down to the division, department, team, and individual levels) success indexes are determined, we will now guide the company through the quantifiable measures that have to be met or better yet, exceeded under each classification. Carefully chosen renowned tools in identifying KPIs will be employed in this part of the program.
|
3 – 4 weeks |
Check out our other consultancy/consulting services below:
Consultant in the Philippines
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