We at Kaihatsu Pro greatly believe that “implementation of what learned” is the key to the success of any training process and we take this task very seriously. We take complete responsibility of understanding and monitoring the progress of all our trainees, through our follow-up interventions, in order to make the learning circle complete. We want to make sure that the learning outcome is fully optimised & in line with the companies business goals. Each candidate is encouraged to make the most out of our post training support which is available for a specific period after the program has been completed. This particular module not only helps to stay in touch with the trainer for further mentorship but also reinforces confidence in the trainee as well.
Our post training implementation will depends upon the profile of the trainee and the organizations requirements. This particular module is further broken into 3 sub modules:
1) Post Training Evaluation Sub-Module
2) Post Training Follow Up Sub-Module
3) Post Training Encouragement Sub-Module,
Post Training Evaluation Sub-Module:
) This sub module will assess the Trainees “knowledge gain” via 2 different post training assessments:- role playing simulations and case studies analysis.
) These Case studies and simulations can be self learning or instructor led (depending on the trainee) for a total time frame of 4 months .
) After 1 month of classroom sessions we will also provide monthly Surveys to the supervisors that will determine the effectiveness of employee learning
Post Training Follow Up Sub-Module
) We keep in touch with the trainees and refresh their learning much after the program has ended. We help our trainees with new ongoing content on some of the most important topics by converting them into smaller E-learning modules
) With the help of the trainees supervisors we conduct Performance Follow-ups by letting the trainees know, exactly how they are performing, how they have improved and point out any areas where they might be able to further improve
) In situations where the performance of a trainee (after training) is very week, we make the efforts of conducting a peer meeting. These meetings are typically led by the supervisor or the trainer, and this involves getting all the low performing trainees together to talk about what trainees have done to implement the training at their ongoing work.
Post Training Encouragement Sub-Module:
) Post training Learning SMS’s will be sent out – providing the trainee with a 5 minute “read of the day” related to some of the most important points to remember
) Relevant Emails will be sent out to the trainee, broadly discussing the relevant & most necessary topics.
) Apart from this – Relevant Inspirational Stories, other author E- Books on the program and Industry Articles related to the program will be shared with the trainee and the supervisor / manager
Our Post training sub modules is ensured to empower the trainees and supervisors alike. Not only do these post training method encourage trainees to develop ongoing positive skills, but this also helps helps them to refine their efficency.
Post Training Support
In order to align the learning outcome with the business objective we are specialised in incorporating a series of Post Training interventions which will ensure a better learning retention and applicability of the learning outcome.
Wagons Learning has firm belief that retention of learning is key to the success of the training intervention and we don’t like to be away from this responsibility. Wagons Learning takes complete accountability of assessing and monitoring progress, engaging participants through reminders as well as planning series of interventions to make the learning map complete.
The post training engagement plan is designed depending upon the participant profile, objectives set and the organizational requirement.
Some of our Post Training Engagement mechanisms:
- Evaluation Mechanism
- Reminder Mechanism
- Follow Up Mechanism
Evaluation Mechanism
- A set of structured post training assessments, case studies and role based simulations (For KP2 Level Intervention)
- Monitoring of learning effectiveness– Survey sheet to be filled up by the supervisors based on their observation post 1-3 months of the classroom intervention ( For KP3 Level Intervention).
- Anchoring the desired change– Simulation/Case study based instructor led or self learning on a regular interval over a period of 6 months ( For KP3 Level Intervention).
Reminder Mechanism
- Wagons Learning SMS (2/3 Minutes read)
- Wagons Learning E mailers (relevant to the program attended)
- Relevent Inspirational Story Boards
- E- Books on the topics covered
- Industry Aricles related to the topics covered
Follow Up Mechanism
- Refresher: Help the customers with content on few key programs which can be converted in to small E-learning capsules (by the organizations for internal refresher training )
- Certification: Help to run the programs as certification courses thereby building aspirational value for Learning.