How We Do || SkillKrafter Academy

Our Training Model

ADD Model - Our Model of Training Operation

We operate through our trade-marked model of training operations called ADD, where we Assess the Learning Needs of our Clients, Design the Learning Intervention according to the needs and learning style of the learners and Deliver the Learning Program by our Experiential Learning Methodology.

A - Assess

We use a framework that involves a 9-stage process

Determine the Desired Business Outcomes – Training objectives are created to correspond to the desired business goals.
Link Desired Business Outcomes with Employee Behaviour – For the desired business goals to be achieved, the required critical competencies i.e. KSA (Knowledge-Skill-Attitude) are identified.
Identify Trainable Competencies – Out of all the identified competencies critical to the business outcomes, trainable competencies are checked in, and non-trainable competencies are filtered out.
Evaluate Competencies – Trainable competencies are evaluated through – Performance Evaluation Reports of individuals and Professional Assessments & Tools (Assessment Centres) through our team of highly experienced Professional Assessors.
Determine Performance Gaps – Once the competencies of individuals are evaluated and matched against the benchmark competency levels, the performance gap gets assessed.
Prioritizing Training Needs – ‘Who needs what’ gets gauged. How many or what percentage of the total workforce needs the training gets calculated. What training competencies should be upskilled gets weighed. Prioritization of the training needs gets done.
Determine How to Train – Based on the priority list, it gets decided which out of them or a mix of them to use – Classroom mode, Online Live Class Mode, On-Job-Training, Mentoring, and Coaching. V-A-K (Visuals – Auditory – Kinesthetics) learning types are kept in mind while designing and facilitating the training program.
Conduct a Cost-Benefit Analysis – Cost of training is calculated (Cost factors are – Required Training Time, Training Content Development, Training Evaluation, Training Delivery, Travel, and Logistic Expenses) and analyzed versus the benefits. Benefits are calculated by the effectiveness of the mode used – Online vs Classroom, Many vs One-on-One Mentoring, Classroom vs On-Job Training.
Plan for Training Evaluation – An evaluation which finds out the improvement in the competencies, improvement in employee’s actual job performance, improvement in business objectives, and how good the return on investment is.

D- Design

We follow a framework that is derived from Merill’s Principles of Instruction.

We understand that Learning starts with real-world problems. Learners should be able to relate to problems and tasks they can handle.
A learning intervention must activate the existing knowledge base of the learner hence aiding them connect previous knowledge with the new one.
A learning intervention must demonstrate the knowledge(both visually and through storytelling) so that it leverages different regions of the brain, hence retaining it longer.
It should Allow them to apply new information on their own. Let them practice and learn from their mistakes. Let them see how your new material works in concrete situations.
The learning must offer possibilities for integrating the knowledge into the learner’s world through discussion, reflection, and/or presentation of new knowledge.

D - Deliver

David Kolb's Experiential Methodology

For Corporate and for Educational Institutions we facilitate through an experiential learning methodology developed by David Kolb.

Experiential Methodology is a learning methodology where participants learn through experience, basically, it is “learning through reflection on doing.” It helps the participants to understand themselves as a learner and empowers them to take charge of their own learning and development.

This methodology supports performance improvement, productivity, and ownership, and inculcates an inner drive to excel in life in general.

For this, we employ experiential learning tools like Quizzes, Games, Icebreakers, Energizers, Brainstorming, Video Learning, Case-Studies, Stories, Role-plays, Team Activities, Q & A sessions, Activities, Question-Based discussions, Pre-Assessment and Post Assessments.