TRAINING ONE-TO-ONE

This is a training type oriented for the individual, optimizing training time, which is intended to be short and intense, with a specific program in order to respond immediately to the need, with full flexibility of time and local of realization.

Each one-to-one course is unique and for this it is necessary to prepare a knowledge / skills profile (input and output), so that the design of the training course (content and methodology) is built to the real needs of the trainee.

During the course execution, the program is taught to the trainee's learning pace, through a quality service, flexible, but with maximum quality.

During the formative process, and between sessions, the monitoring will be continuous, and the trainee may ask questions and clarify doubts whenever necessary.

Throughout the training, the trainee is continuously assessed to adjust content and methodologies in useful time for that the proposed objectives in the beginning of the course are met. At the end of the course the trainee knowledges are tested and evaluated its profile of exit of the course.

 

At the end will be issued a certificate through the SIGO platform in agreement with current legislation.

 

CTCV Mentoring (advice, guidance and challenge)

To respond to challenges of a globalized world, the companies are looking for more and more people who can respond quickly and effectively in a short time period.

The purpose of CTCV mentor is to provide a tutor through a structured process that aims to promote the know-how and the evolution of less experienced people, namely new employees or employees that has new functions, but don’t have the skills developed yet, in order to respond immediately and effectively.

The CTCV mentor is more than a trainer, since it goes beyond the transmission of knowledge, since all his work will be to provide the collaborator with skills that allow him to perform his duties better.

 

In this type of service, unlike coaching, there is no defined period of time for that action be concluded, being realized in accordance with people evolution, could be extended until the person is able to realize his work autonomously.

 

Action-training projects - Training consultancy

The intervention model is based on PDCA cycle (plan-Do-Check-Act), to ensure constant monitoring of the process:

Diagnosis and action plan
In a first phase are identified the areas to intervene and the main objective. Than a survey of the company’s situation is drawn up and an evaluation of current practices associated with this area. In parallel is also elaborated a profile of the collaborators that will be related to this area (functions, qualifications, antique, experience and professional skills).

After collecting the information an Action Plan is drawn up where are identified the objectives to achieve and defined the training and consulting measures within the defined time horizon.
Diagnosis tools to apply: Benchmarking tools, Balances of organizational skills, goal trees, diagnosis of training needs.

Implementation of the action plan
In conjunction with the company is made the planning of the actions, defined the work team and the actions schedule.

Monitoring the development plan
During the action implementations the execution monitoring moments are defined, to follow and control the degree of the project implementation.

Results evaluations/ Implementation of improvement actions
At the end of the project, a progress balance is done/ Evolution of the company according to the degree of achievement of the objectives and the results actually achieved.