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Development Activities
A) MAIN OUTCOMES• Academic + Practical: Integrating training alongside academic coursework ensures
students develop both theoretical knowledge and practical skills.
• Soft Skills: Students enhance communication, teamwork, leadership, and time management skills, which are essential in professional settings.
B) PSYCOMETRIC ANALYSIS TOOLS,One of the ultimate answers that
Thomas tools can provide is in one of its
reports called “Job Compatibility“ where
it compares the applicants Personalities
Profiles against the desired Job Profile
and determine the compatibility level for
them on a scale from 1-5 called the his
“Goodness of Fit” means; how
behavioral profile fits the ideal profile
required for the job.
Psychometric personality assessment is revolved around a science/theory such as “DISC” theory put by Dr. Marston in early 60s. The theory states that actions based upon emotions
are an individual’s bio Social response to supportive or hostile social environments.
The way in which the individual interacts with the environment takes four basic directions: tendencies to Dominate, Influence, Submit and Comply, which forms the acronym ‘DISC’. The designated Thomas psychometric questionnaire (Personality Profile Analysis–PPA) determines
whether individuals see themselves as responding to workplace situations that they perceive to be favorable or hostile/challenging and reveals whether their response patterns are active or passive.
Upon the preferences selected in the PPA questionnaire & the scoring results, Thomas system can generate an extended personality profile bringing insightful information about the person’s traits, character, style of dealing and managing other, strengths, limitations,…etc.
It’s worth to know that Thomas reports are driven by sound theoretical principles which mean they are robust and reliable. They are validated by the British Psychological Society and other leading institutions around the world to ensure they deliver accurate and objective results.
In addition to the above background on Thomas tools, we would like to urge you visit Thomas International web
site to explore more about the other types of assessments it has and it’s application; i.e.Thomas 360,TeamAudit,
Emotional Intelligence, and GIA reports. The UK based company website is www.thomasinternational.net
Using Psychometric questioner, in collaboration with the organization Career Planning Team, and IGS & Partners’
consultant, The Organization Talent Profile will be created. The profile will act as the bench-mark for how a Learning
Agile/Influencer candidate behavior profile should look like to be selected for the Talents pool in The Organization.
C) STUDENTS’
DEVELOPMENT ACTIVITIESProviding university students in a business school with valuable extracurricular training can significantly enhance their readiness for the workforce upon graduation. Here are some key areas and activities to consider for their training:
By focusing on these areas, you can help business school students develop a well-rounded skill
set that will make them more attractive to potential employers and better prepared to succeed in
their careers.
D) LEARNING METHEDOLOGY & ADDED
VALUEDesign the opening of your training session so that it uses the time wisely. It should add focus to the event, accomplishing these five things:
F ) Facilitate interest and participation
O) Offer something about the instructor
C ) Clarify expectations
U) Understand some of participant needs
S ) State
The programs design has been built based on learning activities that lead to attaining the performance objectives. The activities are designed to encourage—even require—learner participation plus more. The activities also stimulate the learners to contribute their own experiences, imagination, and judgment. Such as:
➢ Role-Plays, Discussions & Examples, Polls & Surveys, Case Studies, Games & Puzzles, Video Displaying.. etc.
After Icebreaking, instructor start to explain why learners should learn this particular topic. Early on in the learning session, the learners require an explanation of why they should attend the session. This is directly tied to the Readiness Principle in the Adult Learning Principles. In the Rationale, the instructor informs the learners about what is in it for them and for others (for example, peers, customers, and the
company’s shareholders).
Evaluating learner performance is to check to see whether learners have learned. If the learners are assessed on what they are supposed to learn, they have a better chance of learning it. It is important, however, to evaluate in terms of the performance objective and not the person. This could be achieved through:
➢ Participants’ Reaction:
Focusing on the participants’ reaction to or satisfaction with the program and frequently includes how the participants plan to apply what they have learned.
➢ Knowledge Quiz
Indicating what participants have absorbed and whether they know how to implement what they learned. Each webinar has a Knowledge Quiz to be used to determine what participants learned.
➢ Case Application
Indicating whether participants know how to implement what they learned. Each program has Case Studies to be used to determine what participants learned in order to apply in real situations.
Then instructor states the performance objective to the learners meaningfully. He\She tells them clearly what they will be able to do by the end of the session. If the learners know what they are supposed to learn, research suggests that there’s a better chance that they will learn it.
A bachelor’s degree in business, psychology, education, human resources, or a related field is often required. As well as it’s required obtaining a master’s degree or higher, particularly in business administration (MBA) or organizational development.
Certifications in the area of expertise can demonstrate a trainer’s commitment to their profession and their expertise in specific areas. For example, certifications from the Society for Human Resource Management (SHRM), such as the SHRM Certified Professional (SHRMCP®) or the SHRM Senior Certified Professional (SHRM-SCP®) for HR SME, Or CMA for Managerial Accounting Experts, and so forth.
Minimum 10 years of experience in a corporate training environment is typically required. This includes experience in designing and delivering training programs, facilitating workshops, and conducting assessments. Also, trainers should have a deep understanding of the industry trends, economic sectors, and market dynamics that drive the
organization’s strategic imperatives.
Trainers should have strong communication skills, presentation skills, and interpersonal skills. They should also have the ability to analyze and synthesize market and competitive data. Also, trainers should have a comprehensive understanding of the drivers of growth, profitability, and cash flow; a firm’s financial statements; key performance measures; and understand the implications of decisions on value creation
