The IFBD approach
For each learning solution, following step-by-step plan will be applied:
PHASE 1: UNDERSTANDING THE COMPANY CULTURE AND STRATEGY
Both the culture and the strategy (mission, vision, values) of the company will have a direct influence on the training programme. During the first exploratory meeting, we will try to assess the specific challenges facing your company in terms of its approach to the global market. What are the challenges dominating your sector of the market? How are these challenges reflected in the specific training needs of your company? Which types of employee profile are relevant to your company’s situation? What training policies have been applied in the past? In short, before the Institute for Business Development can give you an accurate first assessment of your training needs, we need clear insights into your market and your business approach.
PHASE 2: IDENTIFYING PERFORMANCE, TALENT EN COMPETENCY REQUIREMENTS – AND DEFICIENCIES
During the second phase, we not only examine the current situation but also try to assess the ‘ideal’ situation from the point of view of both management and shareholders. A further assessment is made of the extent to which targeted in-house training might be able to help bridge this gap between reality and expectation. Taking due account of the company’s objectives and the skills currently at its disposal, a competency gap analysis will be drawn up in consultation with the training project manager. This analysis will be crucial at a later stage for defining the final training programme.
PHASE 3: DEFINING THE TRAINING PROGRAMME
Based on the assessment of the competency requirements, an initial training blueprint will be drawn up. This initial blueprint will consist of three separate elements: skills, knowledge and behaviour. Dependent upon the training objectives, it is possible that only one, perhaps two or even all three of these elements will be reflected in the final training programme. Dependent upon the specific training element concerned, examples and information from the company’s own recent experiences will be worked into the training lessons, in order to ensure maximum relevance and ‘transparency’ for the participants.
PHASE 4: IMPLEMENTING THE TRAINING PROGRAMME
A specific in-house training programme guarantees high quality at a correct price. The training is given in an interesting and highly interactive manner by senior mangers and instructors, with reference to clearly defined objectives and an agreed didactic approach. Central to this process is the open exchange of information and experiences between the team of instructors and the participants. Self-motivation, case studies, exercises, role-playing and project work all contribute towards the successful implementation of the internal training programme. The training sessions can be held in your offices, our offices or in outside training facilities.
PHASE 5: EVALUATING THE TRAINING PROGRAMME
Although the training programme is continually assessed throughout the course of its implementation, a final evaluation exercise is also foreseen. This not only seeks to determine the success of the training given, but also to establish whether or not the training process has revealed the need for further follow-up training in the same or other fields.