Learning Solutions

TKH Learning Solutions: Fulfil the Learning requirement of the Industry

 

TKH Learning Solutions is Learning & Development division of ‘The Knowledge House’. It offers entire gamut of “Performance Enhancement Solutions (Execution, Managerial & Leadership competencies), helping client organizationsbuild their human capability in Soft Skills & IT domain.

 

TKH LS partners with client organizations in their journey of change, development and progress through customized training interventions which is based on extensive Training Need Analysis (TNA), Quality Training delivery through domain experts and Training Effectiveness measurement.

 

TKH LS is being nurtured, monitored & mentored by a core team of Industry Leaders with significant contribution in Learning & Development field. They are practicing business leaders who understand business & practice themselves. They have led organizations in the past as Business Head, HR Head, L&D Head or CEO. They are passionate trainers / coaches / mentors for whom learning and sharing is a continuous process. Their training is full of experiential Learning.

 

Headquartered at Delhi, TKH LS has a pan India presence with its Associate trainers placed across locations. These Associates are Senior Trainers with over 15 years of rich Industry experience.

 

The value differentiator for TKH Learning Solutions:

 

  • Learning & Development division of “The Knowledge House”, a complete Knowledge Management Enterprise. 
  • Our design, development and delivery structure is modeled on ADDIE model (Analyze, Design, Develop, Implement, Evaluate) enabling TKH LS to meet and exceed customer expectations.
  • Training is delivered by practicing business leaders who understand business & practice themselves
  • Learning Intervention designed at 3 different levels – Customer Interface, Managerial Level and Leadership Role.
  • Network of experienced Trainers across major cities Pan India
  • Training effectiveness measured up to ‘RoI’ level on Jack Phillip’s 5 Level Framework.

 

Soft Skills

Soft Skills Learning encompasses Execution, Managerial & Leadership competencies including but not limiting to following interventions only:

 

Personal Effectiveness: Campus to Corporate, Creative Problem Solving, Planning & Prioritization, Goal Setting, Recruitment Skills etc.

 

Managerial Effectiveness: Building High Performing Team, Performance Review & feedback, Managing Team etc.

 

Leadership Development Series: Leadership Development (Leading self / others / Managers / Function or Department), Executive Coaching, Mentoring, Balanced Score Card etc.

 

Sales Effectiveness: Negotiation Skills, Objection handling, Selling Skills, Sales Management (Direct / Distribution / Retail / Enterprise) etc.

 

Customer Service Excellence: Customer Orientation, Handling Irate Customer etc.

 

Other Soft skills & behavioral training: OBT, Team Bonding, Presentation skills etc.

 

Participants undergo a lot of interactive activities like case studies, role-plays, activities, group discussions and questionnaires which act as experiences that he/she goes through, reflects on and works out a course of action.

 

IT Training

The IT Training portfolio covers Technology Trainings, customised IT Trainings & IT Training for I.T. vertical which includes “Induction Programs”, “Project specific programs” and “Skill enhancement programs (Java, Dot Net, Oracle, LINUX, XML, Photoshop, Corel Draw etc.)”.

 

   Basic: MS Office, Advanced Excel, Excel VBA, MS Access, MS Project

   Core Technology: C, C++, VC++, C#, VB.net, VB6.0

   High end: Java, Dot Net, Oracle, Visual Studio, Hibernate etc.

   New Technology: Windows Vista, Office 2007 / 2010, Share Point 2010

 

TKH Learning Solutions also supports Educational Institutions to create a platform for their students from where they can take successful plunge to corporate life and be in a position to effectively and efficiently manage their responsibilities with the appropriate combination of knowledge, skills and attitude.

 

This would make the transition from campus to corporate extremely smooth for the students and make them more confident and determined for converting their acquired knowledge into action and effecting desired results while grappling with professional challenges.

 

Campus to Corporate

   Campus to Corporate, Interviewing Skills, Personality Development etc

 

Certificate Program in Sales Management

   Certificate Program in Direct Sales Management

   Certificate Program in Distribution Sales Management

   Certificate Program in Consultative Sales Management

   Certificate Program in Retail Sales Management

 

Faculty Development Program

   Facilitation Skills, Mentoring Skills etc.

 

IT Training Capsule

   Java, J2EE, Dot Net & Oracle

The Training Approach

The Training Approach

TKH LS follows ISD (Instructional System Design) models to guide the entire process of creating the learning platform. ISD models have a broad scope and typically divide the instruction design process into five phases:

Analysis– Analyze the Need

Design– Design the Intervention

Development– Develop the Content

Implementationor Delivery – Implement the Training

Evaluation- Evaluate the Effectiveness

 

ISD models use formative evaluations in each of the five phases and a summative evaluation at the end of the process.

The ISD model provides a means for sound decision making in order to determine the who, what, when, where, why, and how of a learning program. The concept of a system approach is based on obtaining an overall view of the learning process. It is characterized by an orderly process for gathering and analyzing collective and individual performance requirements, and by the ability to respond to identified training needs. The application of a systems approach insures that learning programs and the required support materials are continually developed in an effective and efficient manner to match the variety of needs in a rapidly changing environment.

 

ISD is sometimes referred to as ADDIE (Analysis, Design, Development, Implement andEvaluate) or SAT (System Approach to Training).

 

Analyze the performance environment in order to understand it and then describe the goals needed in order to correct any performance deficiencies (identify training requirements).

 

Design a process to achieve your goals, that is — correct the performance deficiencies.

 

Develop your initial discoveries and process into a product that will assist the learners into becoming performers (in training, this product is often called courseware).

 

Implement by delivering the courseware to the learners.

 

Evaluate the performers, courseware, and audit-trail throughout the four phases and in the working environment to ensure it is achieving the desired results.

Training Effectiveness Measurement

Training Effectiveness Measurement

We follow Jack Phillip’s (JP) model for measuring the effectiveness of the training programs. Our trainings are measured at 5 different levels of Jack Phillip’s model depending upon the nature and complexity of the module.

 

JP Level Model

Purpose
 

Level 1 Reaction and Planned Action Participants' reaction to the program
 
Level 2 Learning What skills, knowledge, or attitude have changed and by how much?
Level 3 Job Application Did the participants apply what they learnt on the job?
 
Level 4 Business Results Did the on the job application produce measurable results?
 
Level 5 Return on Investment Did the monetary value of the results exceed the cost for the program?
 
Trainings Conducted