Training Management
SAT (Systems Approach to Training)
A Systems Approach to Training (SAT) is a comprehensive process that identifies what is performed on the job, what should be instructed, and how this instruction should be developed and conducted. It takes a holistic view of the training process, considering various interrelated elements and their interactions to achieve desired learning outcomes. Generally, SAT is the continuous iterations process that goes by many names; however, SAT has remained the standard. SAT is sometimes referred to as ADDIE (Analysis, Design, Development, Implement, Evaluate) or ISD (Instructional System Design). Although there are minor differences among the various SAT models, most systematic learning design models follow an approach like ADDIE model. In a nutshell, SAT provides a method for analyzing, designing, developing, implementing, and evaluating cost-effective, results oriented training programs.
TNA (Training Needs Analysis)
TNA (Training Needs Analysis) is a systematic process of identifying and assessing the training needs within an organization. It involves analyzing the gap between the current and desired knowledge, skills, and competencies of employees, and determining the appropriate training interventions. TNA is conducted to ensure that training initiatives are aligned with the specific needs of individuals, teams, or the entire organization. It helps identify areas where training is required and provides a basis for designing effective training programs to bridge skill gaps. Generally, the analysis associated with the needs assessment can be viewed as either Macro Analysis, which is concerned with analysis in the wiser context of organization, or Micro Analysis, which is concerned with requirements of the job and the individual performing job.
Curriculum Development
Curriculum Development refers to the process of designing and structuring a comprehensive and coherent set of learning experiences to achieve specific educational goals. It involves determining the content, sequence, and instructional methods for a curriculum. Curriculum Development encompasses the planning and organization of educational programs to ensure that learning objectives are met. It involves defining the scope of the curriculum, selecting appropriate content, designing instructional strategies, assessment strategies to validate the competency acquired, and evaluating its effectiveness. Our comprehensive curriculum will comprise the Training Specification, Course Management Information, Course Resource Requirements, Training Modules, Assessment Plan, and Instructor Guides.
Train and Qualify Staff
The concept of training and qualifying the staff refers to the process of providing employees with the necessary knowledge, skills, and competencies to perform their jobs effectively. It involves training programs and initiatives that aim
to enhance employee capabilities and ensure they meet the qualifications required for their roles. It focuses on
improving individual and collective performance, promoting professional growth, and aligning the workforce with
organizational goals by providing the required training and issuing the certificate which are recognized either local or
international.
Mapping Competency Standards
The process of mapping individual prior experiential learning with the QFEmirates or any NQF (National Qualification Framework) involves recognizing and accrediting the knowledge, skills, and competencies acquired through individuals' prior learning experiences, such as work experience, training, or informal learning. It aims to align the individual's skills and qualifications with the standards and levels defined in the NQF. The mapping process with the NQF involves assessing an individual's existing knowledge and skills against the criteria and requirements defined by the NQF. The process aims to identify any gaps between the individual's prior learning and the qualifications outlined in the NQF and provide recognition or credit for the relevant learning.