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Talent in training: Tranversal competence ddevelopment programme for an entire organisation

The following is an example of a training programme aimed at a large group (more than 500 people in a multinational company) to develop and reinforce different competencies aimed at improving relations and the effectiveness of the organisation’s people and teams.

COMPANY: multinational company in the industrial engineering sector with several manufacturing centres in Spain.

DESCRIPTION: design, development and delivery of training pathways aimed at developing competencies and skills throughout the organisation.

TARGET AUDIENCE: around 500 people, mainly middle management, and technical staff of the organisation.

STARTING POINT / NEED

Annual skills development programme related on the one hand to the company’s main values, and on the other hand to a series of 10 transversal competencies to be taught to managers, middle management, technicians, and specialists.

METHODOLOGY

  • Design of all learning pathways
  • Blended format of the pathways, with:
    • Questionnaires and remote pre-activities.
    • Face-to-face workshop
    • Implementation of activities in the workplace.
    • Follow-up interviews on individual action plans.
  • Application of experiential methodologies in all workshops to facilitate the implementation of the skills targeted by the programmes.

 DEVELOPMENT

  • Pre-work questionnaire to help participants reflect on key aspects of their performance related to a competence, as well as a pre-work activity (e.g., reading an article).
  • Workshops lasting 1.5 or 2 days for each competence, with the use of experiential learning methodologies (indoor and outdoor group dynamics, gamification, theatrical training techniques or business simulations depending on the case).
  • Development of an individual action plan with the aim of transferring learning to the workplace.
  • Subsequent ‘on-the-job’ activity to put into practice some of the aspects dealt with in the workshop.
  • Individual follow-up session by phone call, to review the action plan (addressing achievements as well as obstacles and difficulties encountered), resolve doubts and give feedback on pre-work and post-work activities.

 EVALUATION AND RESULTS

Ambitious and successful far-reaching programme, which integrates:

  • Development aimed at a broad target group (to date more than 500 participants have gone through at least one pathway).
  • Individual follow-up of participants.
  • The development of good practice throughout the organisation based on the lessons learned from the programmes.

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