Learning & Development (L&D) Administration
What is it?
L&D is an integral part of people management as the term describes the steps taken to improve employee skills. Building a highly skilled workforce increases profitability and investment in people development which is in compliance with the section nine (9) of the Ghana labour act, as it mandates the employer to train and retrain employees.
Outsourcing is a business strategy that is gaining much grounds in today’s business operations locally and internationally as it provides lots of financial and operational benefits. Outsourcing your Training and Development administration to an expert will provide you with benefits not limited to getting access to experts who manages training and provides timely support when skills gaps are identified.
Our L&D Administrative Activities
In supporting clients through the administration of learning we undertake the following activities;
- Conducting Training needs assessment or skill gap analysis
Our team of experts conducts an annual survey and focus group discussions to understand the skill gap
- Design of training programs based on training needs identified
Training programs will be designed for individuals and groups to address the identified skill gaps
- Facilitation of training programs
As a consultancy firm, we have experts as facilitators for various training programs in the arts and humanities
- Facilitation the engagement of external trainers
Having the experts to facilitate sessions in the arts and humanities, external facilitators may be engaged to train technical subjects
- Team bonding activities for departments and groups
This involves organizing and facilitating retreats and other team bonding sessions for departments or identifiable groups.
Our Uniqueness
In our quest to providing excellent services to clients we have adopted a highly innovative approach to service delivery and working with top talents.
Timely Completion of task
Time as part of our values as a firm, we approach projects with a sense of urgency for timely completion.
Top Talents
HRPC has been in the business of consulting for many years and we work with top talents in delivering results.
Cost and Pricing
We provide a competitive approach to pricing taking into consideration the clients financial abilities.
Data and Confidentiality
Understanding the importance of data privacy, all our consultants are well trained to adhere to strict confidentiality.
Managing Talent for Sustainable Business Results Workshop
To ensure the attainment of business goals, talent identification, development and management is necessary. Talents management is even more imperative, where an organization wants to ensure sustainable success into the future. A stringent talent identification and selection, robust development and effective talent management systems and processes are the way to go.
This course therefore aimed at introducing participants to talent acquisition and development strategies and provide some tips to enable an effective management of current talents within the business to achieve current and future goals as well as tap into the pool of talents outside the organization. The primary objectives of this workshop were to enable participants to:
- Apply the 3 B’s model when deciding the talent strategy to adopt
- Use the 9-box matrix when identifying talent for succession
- Apply the 70:20:10 principle when designing development activities for identified talents
- Utilize a variety of approaches when designing strategies to manage the different categories of talents
- Apply the GROW model when coaching talents and direct reports
The workshop proved to be highly educational and interactive, fostering engaging discussions, individual and group activities, and role plays. These activities were designed to encourage participants to learn from their own experiences.
Response Statistics
We sought to evaluate the overall success of the workshop through participant feedback:
Ten (10) participants attended the workshop.
Remarkably, 88% of participants completed the evaluation form, while 12% did not.
Participants overwhelmingly agreed that the workshop met their expectations:
- 100% either strongly agreed or agreed that the stated learning objectives were achieved.
- 100% strongly agreed or agreed that the content of the learning activity was well-organized.
- 100% either agreed or strongly agreed that the activities and exercises during the training contributed to their understanding of the topics.
- 100% of respondents strongly agreed or agreed that the facilitator presented materials clearly.
- 100% either strongly agreed or agreed that the facilitator encouraged interaction and knowledge sharing among participants.
- While most participants expressed confidence in applying their newly acquired knowledge to their jobs, a small portion remained neutral thus, which represented one (1) out of ten (10).