I offer my service as a professional Corporate training and English instructor

Corporate training

I offer either Corporate training or one on one or group and /or seminars.
My fee start from 250RMB per hour, depending on conditions, plus transportation costs to and from the job side. My resume is available on request.

I hold MSc and number of other academic and professional qualifications in business, transformational psychology and training. I am qualified in workplace assessment and designing tailored training to meet any specific needs.

I am a professional and patient teacher and quickly establish rapport with and gain the trust of clients and students in multinational, cross-cultural environments. I am skilled in presenting complex concepts in a simpler, Corporate training understandable ways and am perceived as a culturally sensitive and supportive instructor. I engage students in their learning process and adapt to their learning style in ways that are efficient and productive.

My specific areas of expertise are:

• Business English
• ESP (Accounting, Marketing/Brand Building, Management/Project Management, Business Ethics etc.)
• English Communication Skills
• Presentation skills
• Executive Coaching
• Western culture & cross-cultural communication
and other English based business related topics.

I offer my service as a professional trainer and English instructor with more than nine years experience in China, Australia and Europe. Currently I am based in Beijing but could relocate if feasible.

Corporate training office operated and especially its relevance

Corporate training

There is this story of an elderly middle level Accounts Manager in a paint manufacturing Corporate training company. This gentleman after putting in nearly two decades of hard and quality service in this particular organisation, finally found himself in a position to head the Department. In fact, there was absolutely no opposition either. Both the Management and his colleagues wanted unanimously for him to take over the reins of the somewhat struggling Department. He undoubtedly had an unrivaled depth of knowledge about the Accounts processes involved, why certain bills were taking too long to mature, how the recovery process can be speeded up, etc.

Still, it took him nearly an year to properly take up the new assignment. This was because of his age (he was in his early 50s) and the fact that he was not at all conversant with the IT systems in place. Now, the knowledge of how the MIS in his Corporate training office operated and especially its relevance to the Accounts department was mandatory for everyone in the Accounts, leave aside the senior-most guy in the Department. He was given Training on the Systems part of the Accounts functioning. Initially, he had lot of reservations about taking the training. But after a good amount effort from the trainers as well as he himself, slowly but surely he began to come to grasp with the systems. And what is more, was more than impressed with the same.

Corporate training for new employees is all about developing the skills

corporate training

Corporate training for the new employee is not something you should just throw together the day before the new recruit starts his job. In fact, you should construct a corporate training plan well in advance so it is fine tuned for the new employee. Of course, there will probably be adjustments along the way, but this will at least be a good starting point for you.

Training is the best investment you can make in a new employee. And corporate Training is your first opportunity to build a relationship with the new employee. So make it informative, interesting, and fun! Although corporate training for new employees is all about developing the skills and inducting the new recruit to the comp, it should still be enjoyable.

If your new recruits are deprived of new employee corporate training, they will have a hard time catching on if they catch on at all! At no fault of their own, these new employees who have not benefited from corporate training will waste company time and other employees time by asking for assistance and slowing the overall productivity time. They will likely make more mistakes and won't know how to handle certain situations.

The best ways to do corporate training and get the necessary results

corporate training

There are many ways to do corporate training; it can be from shadowing another person in the position they will be filling to more formal education such as that which requires specific certificates. The most common of methods is to simply get another worker to teach them what they need to know in order to do their new roles. However, when the position to be filled is of a higher level, such as manger of a new branch, it may be necessary to send that person to university to learn management skills.

Either way the risk of them leaving for a better position can still be a troubling and make for a high deterrent to giving that individual the chance. With any risk such as these there is always a standard form, as such, that allows you do a type of risk assessment on the candidate you are choosing. Usually the best people to give corporate training to be those that have had a: low amount of sick days, do not always take their holiday, rarely if ever late and has proved a willingness to improve themselves. If all of these characteristics are featured in the person(s) chosen then it will be unlikely they will look for a better job when they see that their hard work is going to be rewarded.

corporate training is offered and qualitative information is collected

Corporate training

Creating a Formal Evaluation and Revision Process for Curriculum

Content to Keep

Keep content that is consistently evaluated as relevant and truly impacts on the job performance.

Content to Edit

Reviewing the findings of the evaluation review will help to determine what content is out of date and needs to reflect current market conditions. If test results indicate that a subject should be covered in more depth or as more of an overview, make the adjustment. The sequencing of content is often an issue if foundational topics are offered after more advanced concepts. Restructure the content to offer foundational content first.

Also pay attention to content areas that have been identified as an area of weakness on multiple employee performance reviews. Review how the content is delivered to make adjustment to improve learning and retention of knowledge.

Content to Delete

If information overload is a common complaint on evaluations, it is time to hack and slash content that complicates key message delivery.

Completing an annual review of curriculum will keep a training program fresh and relevant to current market conditions and ensure employees improve their performance.

Summarize Evaluation Results

Begin the process of a curriculum review by summarizing results from evaluation forms collected over the year. This process is simplified if a consistent evaluation form has been used each time the corporate training is offered and qualitative information is collected. Graph qualitative information in order to see trends and consistencies in review results in order to make recommendations for revisions. If possible, categorize the findings into feedback into the following categories:

Training Framework

• Content structure – broken into modules, sequence of content

• Instructional style – self paced, instructor led

• Delivery modes – online, face to face, workbooks

• Delivery style – interactive group work (discussions, games, brainstorming, simulations), lecture, demonstration, individual work (exercises, experiments)

• Audience definitions – restricted to a target group, open to a more general audience

Corporate training Environment

• Room layout

• Comfort – chairs, temperature

• Catering

• Lighting

Program Content

• Relevance to work

• Reflective of current marketplace

• Adequate detail and depth of content

• Pacing of delivery

Results of Tests and Quizzes

After summarizing the results of participant evaluations, graph test and quiz results to see if they create a bell curve. If you analyze the results of tests and quizzes and the results consistently do not produce a bell curve, adjust the questions by making them easier or harder accordingly. If possible, analyze per question results to determine questions (and subsequently topics) that produce high error rates.