Training and Management Development Programme (MDP)

Corporate training efforts originate from a host of needs, such as a need to serve internal customers, a rapidly changing customer and/or competitive environment, a need for cost savings, in anticipation of changing needs of an organisation. Corporate training also allows organizations to unite dispersed work forces through standardised best practices and present a knowledgeable, unified face to customers. Empowering employees to be more educated and responsive to customer needs, consequently, increases an organization’s business opportunities. In addition to its ability to affect business opportunities, corporate training also helps organizations address retention issues. In many cases, corporate training adds to the benefit package an organization offers to its employees. It is also a critical aspect of new-hire development, succession management plans, and support to meet performance goals. With these drivers, organizations must train high-potential employees faster. Both attrition and retirement are looming issues for many industries, and the need to train new employees or current employees in new jobs faster and better increases proportionately to number training. In future, learning will be the only source of competitive advantage. By developing the ability of the work force to make quick, creative decisions that align with companies’ strategic values, organizations can strengthen their market positions, tackle current problems, and prepare for future challenges. Ultimately, corporate training is most direct way for an organization to ensure its work force is capable of meeting overarching strategic goals. Not having prepared the employees already in place can curb the potential growth of a business.

What Corporate Training means to me?

  • 'Training' implies putting skills into people, when actually we should be developing people from the inside out, beyond skills, i.e., facilitating learning.
  • So focus on facilitating learning, not imposing training.
  • Emotional maturity, integrity, and compassion are more important than skills and processes. If you are in any doubt, analyze the root causes of your organization's successes and your failures - they will never be skills and processes.
  • Enable and encourage the development of the person - in any way that you can.
  • Give people choice - we all learn in different ways, and we all have our own strengths and potential, waiting to be fulfilled.
  • Talk about learning, not training. Focus on the person, from the inside out, not the outside in; and offer opportunities for people to develop as people in as many ways you can

Areas of training

A customized Traing programme can be offered that linked to organization goals and targets. Support in the development of leadership and management competencies

  • Articulating vision and values
  • Thinking and acting strategically
  • Being more creative and innovative
  • Supporting managers to behave in ways that are congruent with organization values
  • Supporting leaders through one to one coaching
  • Managing team performance more effectively
  • Being more effective in dealing with conflict

All training and MDP involve the following:

  • Training Needs Analysis
  • Training Process Design