Human assets unlike other assets cannot be depreciated and must necessarily be appreciated over their entire tenure. Therefore most proactive employers will regard training as investment and not a cost. Even long-term intangible gains such as attitude change, behavior change, are to be considered as valuable returns.
Concept of Training
It is about developing employees as an individual to make them capable and confident in their jobs, through access to training for increasing the knowledge and skill of the employees, the aim is to gain new competency where the position needed. So organizations gain the new capability in return.
E-SPIN training regardless of basic 1 day, standard 3 days, advanced 5 days or extended 10 days or more training, it had only one objective, to improve performance at the individual, group, and/or organisational levels, depending on what type of training you are subscribed to. Improved performance, implies that there have been measurable changes in knowledge, skills, attitude, and/or social behavior.
In the high level, training is considered as a tool for Human Resources development (HRD). E-SPIN believe that for any training program to be work for individual, group or organization, it must be holistic in approach, provide all the different learning transfer mean and utilise of latest technology and new breakthrough founding for different type of learner and trainee to learn in the most effective and efficient way in the training time. Depend on the training program and lengths of the training subscribed, beside access to E-SPIN always up to date e-learning training content while you attend the training, lecture, group discussion, frequently asked question (FAQ), case study, specific game design for facilitate learning for the training content, guided technical how to do workshop, assignment and exercise all is utilised by E-SPIN to ensure trainee by end of the training did learn something that they can utilised in the rest of their lifetime, by application what being learn into their respective work environment and context.
Training Need Analysis (TNA)
Every organization, group or individual the need for training rises when there is a gap between the present performance of an employee or group of employees, and the desired performance. This need may rise when organizations undertake new initiative and transformation change, and new capability is needed in the organization level, so did the training need for group and individual to acquire new competency to support organization in the journey for new strategy capability.
With that in mind, it is important for all trainees to know about the training objective and what they want to achieve by the end of the training duration. This helps trainees learn better by knowing the trainee needs, and can set the training objectives that are right for them. Everyone learns differently and at different speeds, so it is important for you to set your training needs and objective by your own set of context and consideration. It is no point for you to benchmark again your speed of new learning with your co-worker, due to everyone coming with different sets of competency, skill and knowledge before they attend the training program. What matters most is you can measure against your own, before and after performance change, the new skill, knowledge and new competency gain.
E-SPIN training concept aspires to achieve the following with the training participants:
Motivation: the training course would like to inspire interest and motivation for lifelong learning in the participant. World is not operate in static, technology keeps changing, so participants must learn how to adapt the latest technology into their own context.
- Recoganizing own resources and strengths: participants are to recognise their existing resources and strengths and develop ideas as to how they can enhance them and acquire new ones.
- Acquiring skills: participants will actively upgrade their skills and be given the opportunity to experiment with new skills and behaviours in the learning environment of the training course.
Self-worth and self-efficacy: the training course aspires to support participant’s sense of self-worth and instil in them the feeling of self-efficacy which is a fundamental precondition for the remainder of the learning process.
- Empowerment for self-regulated learning: Participants will be empowered to plan and implement their own individual learning process independently and on their own authority.
The trainer respects different values from the participants. It is a trainer task to forge a link between the value training content and participants’ values and previous experience and allow participants at the end of the training, learn something new that for their own personal knowledge, skill and competency change.
The specific content of the training course depends on the lengths and whether it is targeted for basic, standard, advance or extended basis.
E-SPIN training modules containing material and exercises relevant to many and diverse aspects and topic areas.
In general, the larger the pool of participants, in particular for extended training that lasts 10 days or more, E-SPIN will provide more than one trainer, working as a team to deliver the training content. But if just basic 1 day, standard 3 days or advanced 5 days, usually it will be only one trainer assigned.
The trainer beside experience in the training subject matters, he/she can serve as your interactive coach from topic, module, unit or sequence for the training, or what else for your further readings and study after the training.
The trainer has the skill to tailored the training content based on what your company subscribed, and suggest the most effective and flexible approach to the content that is easy to trainee adsorb.
For extended over 10 days training, trainer assigned is certified trainer who can work with the enterprise customer to develop training content base on the training need analysis (TNA), and tailor the content to achieve the training needs, and make use of various training delivery methods, from lecture, workshop, discussion, case study, specific game design for deliver training objective, assignment, coach to participant live work presentment at the end of the training.
Trainer will typically start the training by welcoming everyone, know each other’s background experience, and then provide a clearly defined framework and clear and realistic objectives for the participants. Trainer will then align the training course with the participant’s previous knowledge and experience. Such as make a longer explanation of the more technical concept and methodology if necessary to make sure participants get it right and have solid technical foundations to let the training progress forward. Depending on how the training process, the trainer may tailor a new course of action to make the most from the rest of the training time, such as extending a certain topic, or shorten some topic to make more time in the topic interest by participant or have more time to spend in the hand on and workshop activities.
E-SPIN e-learning management system (LMS)
E-SPIN being active in delivering enterprise ICT product, skill, competency training whether as standalone or as one of the deliverables together with other products we supply for the enterprise customer, since as early as 2005. From the very early date where still heavy make use of static training content and material, to modern blended e-learning system that provide mix media, where include recorded video, exercise, case study, guided hand-on session, feature always up to date frequent ask question (FAQ) at end of the training, and where trainee can print the training content as pdf for the future reference.
With the adoption of the e-learning system to complement the training, it makes the micro update for the respective chapter and module, or sub unit more handy, and without needing to change the entire training course. Trainer can be enabled, disable some optional chapter, unit for flexibility to achieve training objective for some cases.
Feel free to contact E-SPIN for your organization, group and employee training needs and requirements from the various business and technical domains we have operated since 2005.