1. Meet to Listen and Learn

An effective training program can only deliver results if it matches your organization and culture. This phase ensures that programs meet your training needs. BHR Training collaborates weeks beforehand to assess your organization, culture and work setting to ensure that training is geared to your specific environment, saving time and resources. Our team carefully connects employee training to the employee's job and work objectives, and assesses your company's training goals through proven techniques such as:

• Skills assessment.
• Opinion survey.
• Customer service listening sessions.
• Focus groups with internal staff.
• Pre-Training Interviews.

2. Design the Right Program for the Right Results

This is a critical step for maximum effectiveness. Your training program is designed to meet the needs uncovered in Phase 1. Whether the program is intended to improve customer service or develop leadership skills, relevant programs engage and target adult learners.

• Learning activities engage and support training goals.
• Learning is active, hands on and participative.
• Programs give opportunities to experience and practice new skills.
• Training is designed to incorporate current research on brain theory and cognition.

3. Prepare the Learning Environment

Here again, this phase is all about targeting training to your specific setting. Before the training sessions begin, we work on-site to prepare and convert the meeting-room into an environment for optimal learning.

• Carefully constructed environment supports learning with course-specific posters, multi-media, toys and other materials to encourage participation.
• Preparation of the environment reflects the unique learning situation, type of participants and learning goals.

4. Deliver Custom Training Sessions

Participants arrive to an interactive, prepared environment. Hands-on activities such as posters, music, games, puzzles, readings and cards spark curiosity and immediately engage participants.

• Timing, delivery and presentation of training materials incorporates training best practices.
• Sessions include activities, participation and many chances to experience the course content.
• Sessions are geared to the adult learner.

5. Evaluate, Review and Reinforce

Our proven process doesn't end after learning sessions are concluded. This is a critical phase that ensures training and new skills development are reinforced and transferred to everyday use. We guide participants to integrate new skills into their jobs through:

• A schedule of specific activities to keep learning alive.
• A plan for practical application of new skills and knowledge.
• 360-degree feedback to strengthen training transfer.
• Follow up surveys, skills assessment, post-training focus groups and other tools.