Strategies
All training is performed on the paradigm of hands on approach. In class training is based either in a laboratory / Workshop, or on individual / group activities composed of carefully designed games. The learning outcomes are therefore achieved and evaluated in a measured way in a continuous assessment fashion. The measurement is translated into a course work and participation percentages that amount to 30% of the total mark for the respective course.
Pre and Post Exams
Training is assessed for every course by a Pre-Test on the commencement and a Post-Test on conclusion of the course. The difference between the two examinations is considered as a Training Gain. Although the pre-test is designed to be a diagnostic test, while the post test is designed to be a summative test, they both have the same weight and are designed to evaluate the learning outcome of the respective course.
Progress Test
This is a measure of continuous assessment. Throughout the activities, some quizzes are made, the collection of which gives a measure of progress and participation.
Confidence Level
This is a measure of trainees’ satisfaction to the knowledge level he thinks he has gained; to the quality of learning material he thinks he has received, and to the skills he has developed. This gives both the trainee and the MTC management an early feed-back to the learning progress and learning confidence, and creates some degree of transparency between the MTC, the stakeholders and the trainees.
Pearson, City and Guilds and ILM Accredited Courses
A balance between locally and internationally accredited courses is to be adopted at the MTC. The international accreditation body shall be the Pearson, the City and Guilds and the ILM. The locally accredited courses shall be bench marked against the standard of the Pearson, the City and Guilds and the ILM.
The training quality at the MTC shall be maintained, through key observations and measurements. A set of policies are adhered to, which collectively maintain an optimum training efficiency. All instructors are observed and directed to minimise their deficiencies and optimise their merits. Instructors are observed by their peers, by external observers, and by their trainees. The total feed-back is brought to them, so as to work on, in their best interest. The trainees too are observed, by their trainers, and early feed-back is given to them to work to optimise their learning efficiency.
The total learning efficiency too, is brought to the MTC management, to work on optimising the learning quality. The whole quality is verified at all levels by Internal and External Quality Verifiers, whose job is to develop quality methods, and verify the integrity of the implementation of all strategies, policies and procedures.
Marketing at the MTC is a continuous process starts with the initial telephone call to the customer and never ends thereafter. Broadly speaking marketing moves in parallel with MTCs training methodology, and can be considered as a three stage process as follows: a) Before the course, b) During the course c) After the course.
Before the Course:
Marketing focuses on customer awareness as to the values and importance of the course. The telephone call is the start point in the journey, followed by a site visit and maybe preceded by posting a brochure and other printed matters via an e-mail, fax or even by post. On the site visit, a presentation is given, a Training Need Analysis (TNA) may be carried out, the opportunity for a free seat on an existing course or a discounted full course is offered.
During the Course:
The focus at this stage is on the trainees themselves as the real customers. Customer satisfaction, i.e. trainee’s satisfaction is sought in a professional fashion. Now, it is an opportunity for the MTC to deliver its service in the most extra ordinary way. Satisfying the trainees means satisfying their quest for knowledge, skills and attitude, stimulating it to spring and nourishing it to develop. The sales executive is present at the training venue to follow up with the trainees who are now his guests on their progress. The good achievers are rewarded, the less able are offered possibilities to train and grow with the MTC at reduced rates. These are matters that come evident to his attention to take up with the management of their employers. On the last day of the course, trainees maybe offered the Local Attendance Certificate, should their attendance hits the mark of 75%.
After the Course:
The sales personal, now has the opportunity to follow up with his true customers at their site with the training manager of the company and the line managers. Effective communication and transparency drive effective marketing. When the trainees apply their acquired knowledge and developed skills and attitudes around it, repeated business is expected to come. The trainees take to their work place planned and agreed activities to apply and complete. When these activities are completed, the sales personal would take them to the Instructor to give a final judgment on the grade of the respective trainee. The sales personal then bring the Certificates of Completion to distribute and reward the good achievers.
