LEARNING METHODOLOGY
Brief
Our Learning methodology is a mix between the ADDIE Model and our methods of thinking, that is based on providing practical learning and solutions that adress actual needs of individuals who seek to develop and thrive in their careers.Our training courses,workshops & Public sessions are customized according to the needs of employees and corporates according to their work environment, corporate culture,and position levels so as to get the best result of training targets, also using coaching after sessions for individuals to support them apply what they learnt.

Objectives & Goals

We will start by understanding the wide perspective of our clients and identifying the objectives of the training and what is the targets and goals of implementing this training.

Analysis

The analysis phase clarifies the instructional problems and objectives, and identifies the learning environment and learner's existing knowledge and skills.

Design

The design phase deals with learning objectives, assessment instruments, exercises, content, subject matter analysis, lesson planning, and media selection. The design phase is systematic and specific. Systematic means a logical, orderly method of identifying, developing and evaluating a set of planned strategies targeted for attaining the project's goals, Specific means each element of the instructional design plan must be executed with attention to details. Also the design phase is tailored for every client in order to meet the specific needs and the culture.

Development

In the development phase, instructional designers and developers create and assemble content assets blueprinted in the design phase. In this phase, the designers create storyboards and graphics.

Implementation

The implementation phase develops procedures for training facilitators and learners. Training outcomes, method of delivery, and testing procedures. Implementation includes evaluation of the design.

Evaluation

Evaluation involves assessing the effectiveness of the training at various levels. and it includes the reaction of participants what they thought and felt about the effectiveness and quality of the training, speakers, venue etc.

Coaching

Coaching Trainees after training in order to guide them in their work about what they have learned and how to implement this in their work.