Innovation, productivity and human capital
Innovation is the main driver of change for companies and therefore for the whole economy. It generates competitive advantages and opens the way to prosperity. Training is a fundamental tool to guarantee that R&D will lead to competitive products that ensure corporate strategic goals and enable to face the future growth.
GMuch of the competitiveness of the companies lies on one of their main intangible assets: the human capital. This capital is set by knowledge, skills and values of people who integrate the firm. Training is essential to convert the personnel, the main engine of organizational change in an asset that generates value. The training helps to motivate, engage and retain.
Training value
The traditional business model of training is in full evolution. Customers are demanding solutions to their training needs and for all functional areas of the organization. It is not enough to offer specific courses, but it is necessary to respond to the problems through comprehensive solutions that provide measurable improvements to businesses.
It is not enough to say that you have to do; we must also say how to do it.
Training Consultancy
It is the answer to the training needs of value that the market currently demands. It's not about selling courses, but to provide a global service to provide solutions to training needs of our customers.
Applying the methodology of the consultancy is the best option to ensure the success of any training activity. It enables to combine multiple file formats and programs and introduce evaluation and monitoring mechanisms.
Novasoft and the client define individual needs and the learning objectives and determine the level and profile of each candidate. Two options (alternative or joint):
- Test of knowledge: Novasoft customer offers multiple choice questions, specific to each application with three 3 levels: basic, intermediate and advanced.
- Personal interview: a Novasoft consultant moves to your company and makes individual meetings to assess the level of candidates.
Training plan design
- Analysis of previous information, description of objectives and results of an audit of knowledge.
- Itineraries and distribution of groups: it is designed the appropriate training path for every person and homogenous groups are formed, adjusted to the profiles of candidates and targets, both individually and collectively.
- Training modules: definition of the content of each module, its type and the materials to be used and developed.
- Proposed schedule: the schedule is determined and it is designed according to the customer requirements.
- Control system: determination of the management indicators used for assessing the development of the training.
Development of training plan
Implementation of the training as designed in the previous phase.
- Instructors: Teachers are assigned as mentors based on the characteristics and objectives of each of the training activities.
- Documentation: Preparation of the course content, textbooks and supplementary materials, both in the classroom and virtual.
- Facilities: Classrooms and workshops are prepared to conduct classes in the training plan.
- Logistics: All necessary coordination tasks are performed to ensure the success of the training activities.
Evaluation and monitoring
- Control and analysis: Verification and analyses of the attendance sheets and the reports of the students and the instructor’s.
- Control panel: It is produced from reports and indicators defined in the design phase.
- Control Meetings: Are held at the intervals established to determine the proper development of the training plan.
Oriented to: provide a generic knowledge of the main features, functionality and news about the product or solution.
