Arms-Edge Pro Solutions

Course Training and Instructor Services

Course Training and Instructor Services

We are committed to being the leader in training for several corporate operational areas involving assets and human resources. We develop the knowledge, skills, and attitudes that professionals and operational staff need as decision-makers, administrators, managers, supervisors, and front-line staff.

As instructors, we lead courses, workshops, and webinars for students, individual clients and corporations, delivering training either in person or live streamed over the internet. We teach regularly scheduled courses and provide other training as required by our clients.

Our added value resides in our ability to lead classes of adult learners from a variety of backgrounds, education, and operational experience to develop the key skills, knowledge, abilities, and competencies to carry out their work.

Likewise, our instructors use adult education principles so that learning activities are clearly organized, relevant and practical. Also, our teaching methodologies use a learner-center approach, including case studies and other guided activities to ensure a comprehensive understanding and assimilation of information in a pragmatic manner in order to be applied in the day-to-day operations and people’s personal lives.

Also, we can help you develop and deliver your training and/or course content required by your organization. In today’s fast-changing world, there are important steps to creating effective training programs that both result in positive business impacts and support people’s interests and goals require a drive for a comprehensive experience and learning strategy. The following are the steps that we will consider in developing a new training program for your organization:

  1. Assessing your training needs. The first step in developing your training program is to identify and assess needs. Employee training needs may already be established in your organization’s strategic, human resources or individual development plans. Building your training program from scratch requires to assess which areas you want to focus on in order to set organizational training objectives.

  2. Setting organizational training objectives. The training needs assessment process (organizational, task & individual) will identify any gaps in your current training initiatives and employee skill sets. These gaps should be analyzed, prioritized, and turned into the organization’s training objectives. The ultimate goal is to bridge the gap between current and desired performance/knowledge through the development of a training program that has business goals and individual interests at its core. At the employee level, the training should match the identified areas where improvement is needed. This can be comprehensively identified through 360 feedback and evaluations.

  3. Creating your corporate or personal training action plan. The next step is to create a comprehensive action plan that includes learning theories, instructional design, content, materials and other training elements. Resources and training delivery methods should also be detailed. While developing the program, the level of training and participants’ learning styles need to also be considered. Many organizations pilot their initiatives and gather feedback to make adjustments well before launching the program company-wide.

  4. Implementing training initiatives. The implementation phase is where the training program comes to life. Your organization needs to decide whether training will be delivered in-house or externally coordinated. Program implementation should consider employee engagement and learning KPI goals, as well as thoroughly planning the scheduling of training activities and any related resources (facilities, equipment, create questionnaire process etc.). The training program is then officially launched, promoted, and conducted. During training, participant progress should be monitored to ensure that the program is effective.

  5. Evaluating & revising training. As mentioned in the last segment, the training program should be continually monitored. In the end, the entire program should be evaluated to determine if it was successful and met training objectives. Feedback should be obtained from all stakeholders to determine program and instructor effectiveness, plus knowledge or skill acquisition. Analyzing this feedback alongside an employee performance review will allow the organization to identify any weaknesses in the program and built a more robust Employee Experience Management (EXM) strategy. At this point, the training program or action plan can be revised or re-assessed if objectives or expectations are not being met.

In summary, we are committed to offering you several training programs that are customized, current, and skills driven.

Are you interested?

Contact us and we will help you realize your corporate, personal, and professional goals!