Business profile
Taking you to the top A
t some point or other we have all been on the receiving end of an unprofessional service, whether in a restaurant, a
shop or at work. Bad staff conduct is a common problem that can all too often cause irreparable damage to a company’s reputation. The most frustrating thing is that it can so easily be prevented - through training. Your personnel are an integral part of your company; they represent you at every level and are often the face, the image and the brand of your business. So if you’ve gone to all the trouble of putting time and money into selecting the most desirable candidates, you need to make sure you can retain them. Investing in long-term training programmes will not only keep your staff motivated, loyal and create a thriving working environment, but will provide you with highly skilled, market leading professionals who have the rare ability to interview others, become inspirational managers and take your company to the top.
Andy Ridout, managing director of advance-Training and Recruitment (Services) commented: ‘At advance-TRS our training experts have developed talent retention strategies that maximise employee productivity through boosting morale and decreasing staff turnover, an investment which no business can afford to be without.’ Training expert Monique Choudhuri, head of staff development at advance-TRS has built up a 25 year portfolio of blue
chip clients including British Airways, BSkyB and Fircroft Engineering through training with a touch of humour: ‘The secret to successful training is to capture attention, she said. ‘I could tell my audience the meaning of life, but if no one is listening it won’t go in. Delivery is the key. Teaching with a touch of wit ensures that my message is heard loud and clear.’
Monique bases her techniques on the idea that the human attention span is exceptionally minimal, training sessions must therefore be broken up into bite sized segments that reflect this. ‘I captivate my students with short group participation exercises, activities and games to stimulate their minds, to get their thoughts flowing and to impact on their long-term memory,’ said Monique. ‘I work on the ‘remember and apply’ model. Everything I teach will be memorised and applied practically in the workplace.’
The advance process Cultural analysis
Each business is unique; we take the time to understand your company ethos, values, culture and vision for the future,
It has been reported that 43 per cent of employees complain of a lack of opportunity for growth. Would your staff say the same?
your client relationships as well as current and expected staff skill level.
Training needs analysis We interview your employees to get to know their working practices, daily objectives, targets, aims and colleague relationships. This enables us to clearly define staff strengths and weaknesses, pin point opportunities to capitalise, enhance existing skills and manage certain areas of business more effectively.
Programme creation and design The results of the TNA will ascertain the specific levels of skills and values needed to meet your business targets, allowing us to strategically devise bespoke training courses or coaching sessions to improve your business.
Delivery We will deliver your training solutions, working meticulously to engage and involve your staff via our interactive approach.
Evaluation Finally, an accurate assessment/ measurement of aims and objectives
will be undertaken to ensure that the objectives were met and that maximum return on investment is accomplished in line with your business objectives. advance-Training and Recruitment (Services) offers staff training, at all levels, to clients throughout the railway industry, with the aim to not only find you the right personnel, but to make sure you keep them.
To book a free training consultation or for further information on how we can assist your business please contact advance-TRS on 01483 361 061.
www.advance-trs.com
May 2013 Page 115
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48 |
Page 49 |
Page 50 |
Page 51 |
Page 52 |
Page 53 |
Page 54 |
Page 55 |
Page 56 |
Page 57 |
Page 58 |
Page 59 |
Page 60 |
Page 61 |
Page 62 |
Page 63 |
Page 64 |
Page 65 |
Page 66 |
Page 67 |
Page 68 |
Page 69 |
Page 70 |
Page 71 |
Page 72 |
Page 73 |
Page 74 |
Page 75 |
Page 76 |
Page 77 |
Page 78 |
Page 79 |
Page 80 |
Page 81 |
Page 82 |
Page 83 |
Page 84 |
Page 85 |
Page 86 |
Page 87 |
Page 88 |
Page 89 |
Page 90 |
Page 91 |
Page 92 |
Page 93 |
Page 94 |
Page 95 |
Page 96 |
Page 97 |
Page 98 |
Page 99 |
Page 100 |
Page 101 |
Page 102 |
Page 103 |
Page 104 |
Page 105 |
Page 106 |
Page 107 |
Page 108 |
Page 109 |
Page 110 |
Page 111 |
Page 112 |
Page 113 |
Page 114 |
Page 115 |
Page 116 |
Page 117 |
Page 118 |
Page 119 |
Page 120 |
Page 121 |
Page 122 |
Page 123 |
Page 124