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Our Approach

We cover all stages of training from construction of the training concept to match the customer's business strategy, to post-training follow-up.

 

Good training is an effective tool for achieving the goals of our customers' business strategies. In order to maximize the training effects, CICOM BRAINS pays careful attention to each process before, during, and after a training program. Among these, Step 1 and Step 2 are intended not only to ensure that the subsequent processes proceed smoothly, but are also particularly important for the purpose of improving the quality of the training itself. Our highly experienced training program planners (abilities development planners) conduct interviews with the customer based on the Three Points for Successful Training. (See Step 1 in the figure below.) They then utilize their expertise, which is backed by extensive experience in designing successful training programs and developing teaching materials, and propose a program (curriculum) to the customer. (See Step 2 in the figure below.)

CICOM BRAINS Training Process

Step1 : Understanding the needs and issues

CICOM BRAINS highly-experienced training program planners (abilities development planners) conduct interviews in order to understand the customer's needs and organize the issues which the customer faces.

<Three Points for Successful Training>

  1. Understand the business vision, strategy, and objectives, and study to determine the required abilities that the human resources must have in order to achieve them.
  2. For this purpose, determine the quantity of the human resources which will be needed and when they will be needed by, and consider the human resource development goals on a timeline.
  3. Identify the persons for whom the training will be conducted and the issues which the customer faces, and create training objectives and a training concept based on gap between the current conditions and the goals which were determined in (2).

 

Step2 : Creating and proposing a program

Organize the issues which were identified in Step 1, and determine the knowledge and skills which will be required to achieve the goals. Determine the most effective methods for learning them, and seek input from the customer to create and propose the best program (curriculum).

*Questionnaires and interviews may also be used to create a better program.

 

Step3 : Training announcement and pre-training exercises

This is an important step to improve the motivation of the trainees towards participation in the training. Completing the pre-training exercises allows the trainees to recognize how the issues relate to them, and also makes clear the skills which they are expected to learn from the training.

*Depending on the customer and contents of the training, a combination of both on and off the job training may be used, and trainees' superiors and team members may be asked to cooperate to improve the effectiveness of the training.

 

Step4 : Conducting the training

The training instructors are experts with extensive experience in business, management, and training. Based on the program (curriculum) which was designed to maximize the trainees' learning, the instructors will conduct the course in an interactive format, generating an awareness of problems in each trainee, and helping him or her acquire the necessary knowledge and skills through practical exercises.

Trainee’s Learning and Changes

 

Step5 : Assessment and post-training exercises (*)

Following the training, we verify the level of skill acquisition and provide individual advice to the trainees, aimed at working towards future objectives. We also formulate and carry out post-training exercises, based on the information learned from the program.

*The contents of this step may vary greatly depending on the customer and training contents.

 

Step6 : Post-training follow-up and feedback (*)

We provide a training report to the customer based on the assessment results. We also provide post-training follow-up and advice aimed at achieving future goals in human resource development.

*The contents of this step may vary depending on the customer and training contents.

 

 

Designing a learning process aimed at generating change (Instructional Design)

The training conducted by CICOM BRAINS makes meticulous use of ID (Instructional Design), which simulates the learning process the trainees will experience, and the changes that will occur as a result.

So that the trainee can apply the knowledge and experience gained from the training and produce tangible results, it is necessary for the trainee to achieve a sense of real personal growth and achievement, and to improve his or her learning to the level where he or she can independently identify the causes of success and failure, and the effectiveness and limits of his or her own knowledge. For this purpose, it is essential that the training must produce a deep awakening and a convincing understanding based on personal experience, and must incorporate a mechanism designed to encourage continued application of the training contents after the training.

<Trainee's Learning and Changes>
Trainee’s Learning and Changes

Scope of Our Training