Training and Development Academy
Businesses should develop environmental awareness and show the flexibility to adapt to change in order to survive.
Accelerating the change process and adopting it by the employees depends on the improvement of the knowledge, skills and abilities of the business.
The criterion for planning and designing successful training programs is in line with the goals and strategies of the enterprise; It depends on the systematic repetition of the learning process focused on the needs of the employee, team and business, with the right content designs and learning-teaching methods.
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As OBAY Training and Consultancy, we offer solutions for Establishing Training Academy, Training Needs Analysis and Creating Annual Training Programs and Content Design of Training Programs for your businesses.​
Training and Development Academy
Learning is a long-term process rather than a momentary event.
Training Needs Analysis and Planning
With the development of new technologies in the information age we live in, companies have realized that their biggest resource is competition. Continuous training of employees has become mandatory for companies. Choosing appropriate trainings for technology, speed and changing needs, sector and company employees is very effective in the recycling of trainings.
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In order for a business to invest in the future, it must first succeed in being a learning organization. The most important dimension of training planning is the training budget. The number, qualifications, duration and methods of training are largely dependent on the budget. The business goals and strategies should be between 5% and 15% of personnel expenditures, with an annual average training budget based on growth training. The more quickly and effectively the employees working in the enterprise can update their information, the brighter the future of the enterprise. Performing the correct analysis by human resources training need while planning training is the most important starting point that will reduce the time and cost loss of the business._cc781905-5cde-3194-bb3b-136bad5cf58
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Training needs should be determined from the lowest level to the highest level. The dissemination of the change process should be ensured through communication from the top to the bottom and the behavior model .
01.
Needs Analysis
While conducting the training needs analysis, we make intra-business and non-business sector and competitor analysis. We compare the trends and competencies of the year with the needs of the business.
03.
Application
We determine the methods of how the organization of the training will be carried out, the criteria for measuring the efficiency and effectiveness of the training and evaluating cc781905-5cde-3194-bb3b-13365cf
02.
Planning
We plan who should attend which training and when, together with the budget, resources, suppliers, method, measurement and evaluation criteria.
04.
Evaluation
The employee receives training, but does the company get efficiency from this training? Reflection of training on work should be followed and how development performance should be monitored by managers. We create the development action plans according to the measurement and evaluation results within the framework of the determined criteria.