PCTDS: 619.206.0879
Pacific Corporate Training & Development Solutions.
Pacific Corporate Training & Development Solutions is here to improve productivity, reduce cycle time and cost, increase competitive advantage, and grow the business – all while exceeding customer and stakeholder expectations - require redefining how your employees think, act, and lead. Success demands a new type of learning, one that emphasizes problem solving, communication, teamwork, and agility.
PCTDS can help your organization align learning with strategic goals, improve results, and build key skills and competencies among your employees. Pacific Corporate Training & Development Solutions ImpacTracks address leadership, culture, succession planning, problem solving, orientation and new hire skills, and much more. PCTDS partners with our clients to identify professional development needs and craft customized solutions.
Training is an educational process. People can learn new information, re-learn and reinforce existing knowledge and skills, and most importantly have time to think and consider what new options can help them improve their effectiveness at work. Effective trainings convey relevant and useful information that inform participants and develop skills and behaviors that can be transferred back to the workplace.
The goal of training is to create an impact that lasts beyond the end time of the training itself. The focus is on creating specific action steps and commitments that focus people's attention on incorporating their new skills and ideas back at work.
Training can be offered as skill development for individuals and groups. In general, trainings involve presentation and learning of content as a means for enhancing skill development and improving workplace behaviors.
Organizational Development is a process that "strives to build the capacity to achieve and sustain a new desired state that benefits the organization or community and the world around them." (from the Organizational Development Network website) OD work implies creating and sustaining change.
An OD perspective examines the current environment, the present state, and helps people on a team, in a department and as part of an institution identify effective strategies for improving performance. In some situations, there may not be anything "wrong" at the present time; the group or manager may simply be seeking ways to continue to develop and enhance existing relationships and performance. In other situations, there may be an identifiable issue or problem that needs to be addressed; the OD process aims to find ideas and solutions that can effectively return the group to a state of high performance.
These two processes, Training and Organizational Development, are often closely connected. Training can be used as a proactive means for developing skills and expertise to prevent problems from arising and can also be an effective tool in addressing any skills or performance gaps among staff. Organizational Development can be used to create solutions to workplace issues, before they become a concern or after they become identifiable problem.
When organizations deliver training as a stand-alone event and fail to link it to strategic initiatives, the true value of training and developing people is lost. Five key factors are critical to the success of any training initiative. We work with you to ensure that these factors are addressed from the beginning of our relationship.
Uncovering the true business need is one of the most important steps in our process. Often the real need is layers below the perceived issues. Once we are clear that we've identified the real problem, we ensure that the training design drives your organization's strategic objectives, and aligns critical tasks and competencies so that your people are equipped to make a difference.
We ensure that senior executives set the tone and create passion and buy in for the training and align the training initiative to your organization's key strategic initiatives.
Training must be an ongoing process in order to fully maximize the payoff. Our uniquely integrated process is two-to-three times more effective than standard training delivery.
It is critical that your training initiative pay off where and how you want it to. We work with you to determine the changes and impact your organization wants to achieve from training.
Organizations must spend 10 times the energy reinforcing training than they do in the delivery. Follow-up and reinforcement help bridge the gap between learning and doing to ensure that your people quickly and effectively internalize and apply what they've learned.
© 2016 . Pacific Corporate Training & Development Solutions (PCTDS)
