7 CHILDISH &CRITICAL MISTAKE

IMPLEMENTING CORPORATE TRAININGCompile & Written by T7SR Founder Elanggovan Thanggavilo

https://www.linkedin.com/pulse/7-childish-critical-mistake-implementing-corporate-thanggavilo

NOT HAVING A CLEARLY DEFINED LEARNING OBJECTIVE OR GOAL

MOST DECISION MAKER LOOK FOR FAMILIAR BRAND RATHER THAN EFFECTIVE IMPACTS

NOT DARE TO REVIEW NEW & LATEST TRAINING METHODOLOGY

DON’T KNOW HOW TO MATCH TRAINING MODULE AND STAFF’S REQUIREMENT

LOOSE CONTROL & UNDISCIPLINED WHILE TRAINING IN PROGRESS

AFTER TRAINING, EXECUTION OR IMPLEMENTATION IS EXEMPTED FOR CERTAIN STAFF

REDUNDANT TRAINING WITHOUT ASSESSMENT TO TRACK RESULTS

www. the7secretsrhythm.com

7 CHILDISH & CRITICAL MISTAKE IMPLEMENTING CORPORATE TRAINING

By Elanggovan ThanggaviloFounder of world’s first INTRINSIC training

www.the7secretsrhythm.comwww.mindpreneurship.com

www.vgeniust.com

Who’s fault if staff not performing?T7SR challenge RM7000000.00

T7SR training solve your requirement or get pay t3iple $$$

NOT HAVING A CLEARLY DEFINED LEARNING OBJECTIVE OR GOALnot knowing the human resources development nothing to do with TRAINING TITLE and BRANDimmature knowledge in CAUSE & EFFECTS of PROBLEMrequirement of multiple competencies needed for one problem to be solvelack of knowledge how to do single training to solve multiple issueeasier to do lazy job, mind set just to complete training calendar  MOST DECISION MAKER LOOK FOR FAMILIAR BRAND RATHER REAL IMPACTSunaware of the expiry that traditional training for corporate becoming absolute even all old training selected for years and it doesn’t give reality improvementpremature decision maker become advertisement follower rather proactive training leaderidentify training for corporate vision & mission not to select it by preferential relationship  NOT DARE TO REVIEW NEW & LATEST TRAINING METHODOLOGYthe reasons is incompetency in utilizing intuition creative cognitive skillshr & training manager should be train in cognitive skill before offer them the training responsible  DON’T KNOW HOW TO MATCH TRAINING MODULE AND STAFF’S REQUIREMENT99% hr & training managers don’t care or don’t understand assessmenteven assessment done without executing it, and back to own selection LOOSE CONTROL & UNDISCIPLINED WHILE TRAINING IN PROGRESSmost time not dare to implement the discipline policy while training in progress AFTER TRAINING, EXECUTION OR IMPLEMENTATION IS EXEMPTED FOR CERTAIN STAFF fear to loose experience staff, due to lack of expertise to create new competence stafftalent selection instead of talent identificationin-balance & un-ethical policy enforcement between different staff REDUNDANT TRAINING WITHOUT ASSESSMENT TO TRACK RESULTSexample, just comply some license renewal requirement the training become lazy camp or food court human brain, mind, thought and re-action will become immune for repeated activities without impact97% hr & training decision maker will fail their own competency

7 CHILDISH & CRITICAL MISTAKE IMPLEMENTING CORPORATE TRAINING

https://www.linkedin.com/pulse/7-childish-critical-mistake-implementing-corporate-thanggavilo

https://www.linkedin.com/pulse/7-childish-critical-mistake-implementing-corporate-thanggavilo

Other staffsPay increase ?Got BONUS pay ?Got new higher ranking ?Got new better offer ?

When you ask your EMPLOYER

HR / TRAINING Manager they reply ;Your competency need to improve…

Your performance drop…Next year you will get it ?IT’S NOT TRUE !

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Quality rejected

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9

Why must do "mistake proofing"?

Strive for perfect .

few traditional model Vs T7SR ?

Poka-Yoke

Who operating six sigma ?Human's cognitive skills

Why change to good ?Be good

Engages people through the use of 'Standards' and ‘Discipline' ?You have replace a process not

old mind execution program

Do you have all years of assessment before & after training

Let’s do our T7SR training and you can proceed

any other workshop to audit participant performance…….