The Yellow Spot
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Call Us: +91 - 976 973 3305 / 982 004 7470

Pre & Post Services

Pre intervention analysis provides the information necessary to design the intervention. The importance of pre-work is determined from the fact that the delivery and any post intervention evaluation depends on it completely. Sometimes interventions do not achieve their full potential because we tend to move directly into delivering the intervention first rather than in assessing the needs first.

Pre intervention services make use of client support to create analysis systems, including a requirement analysis to help determine the intervention needs.

Post intervention services measure the success of the intervention by specifying the changes that have occurred during the intervention and the transfer process. Interventions may sometimes fail to produce desired results due to a lack of suitable evaluation and follow-up action after the intervention.

Indeed the word evaluation at times raises all sorts of emotional defense reactions. In many cases the difficulties seem related to the failure to understand that the design of the intervention is an effort which must be worked upon and improved until the desired results are produced.

Our success at our interventions at The Yellow Spot depends highly the pre and post services and hence we spend maximum time here to make the intervention a complete success.

We offer the following services to ensure successful interventions for our customers:

Our Clientele

Office Address: 124, A-Wing, Morya House, Veera Industrial Estate, Behind Crystal Plaza, Opp. Infinity Mall, Off New Link Road, Andheri West, Mumbai 400053
Email info@theyellowspot.info    Phone +91-9769733305, +91-9820047470

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Training Need Identification and Analysis:

Simply put, it is process used to identify the gap between where you currently are and where you want to be, in terms of individual competencies, skills and behaviours, team dynamics or organisational goals. It often encompasses analysis of issues being faced by Individuals, Teams or Organisations; analysis of a task of a new or modified system; identification of a gap in current trainings and assessment of various training methodologies to arrive at the most suitable one.

We believe that it is important not only to understand the Needs of an Organization, but also necessary to focus on aligning the Deliverables to the Vision and Culture of the Organization. We therefore ensure that we invest time in gathering required information and identifying the relevant tools to be used for the Training Need Analysis.

This information provides us with a good understanding of the organization and helps us in identifying the tools we need to conduct the TNA which can be in the form of direct observation, diagnostic interview, assessment questionnaires and tools, review of relevant literature, focus groups, etc.

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Surveys:

Surveys can be used for collecting data for the Training Need Analysis as well as for training evaluation. Surveys consist of questionnaires that can be administered to various people like the employees themselves, their peers, superiors and customers, taking the form of a 90, 180, 270 or 360 degree feedback as per the organizational need and availability of time and resources. These can be distributed online or in the printed form to employees.

This is one of the methodologies we use as it helps us getting information on the employee through the feedback of a large number of different people, on a wide variety of topics at a much faster pace.

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Focus Groups:

A focus group is a survey method where a few persons from the target population are typically put in a single group and interviewed in an interactive manner. The participants in a focus group are given the opportunity to freely talk about and discuss their ideas and opinions towards the object of the survey. Focus groups tend do give deeper insights into the issue being discussed as compared to questionnaires and one on one interviews as the group dynamics tend to play an important role in directed the discussions. They also give non-verbal cues, which cannot be picked up by questionnaires and save on the time taken to distribute and receive responses from questionnaires.

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Interviews:

Interviews give good insights as they consist of a one to one interaction between the interviewer and interviewee. The interviewer is free to ask questions as per the turn the interview is taking and hence can gain deeper insights into the issue. Interviews may also be a good method for a certain set of audience which may not open up very well while completing a questionnaire or may be uncomfortable opening up in front of a crowd in a focus group scenario.

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Pre Intervention Assessment:

A training intervention is conducted to bring about a change. It becomes important to measure what the state of the employee is before and after the intervention to evaluate what the change has taken place. We use a number of internally designed and standard assessment tools to measure the state before the intervention like MBTI, FiroB, DISC, 360 Degree, etc. These measure various characteristics like personality, behaviour, attitude, interpersonal communication, knowledge, skills, etc. of the employees. These assessment tools are designed on the basis of the findings of the Training Need Analysis and the appropriate one is selected and used in accordance with the same.

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Post Intervention Evaluation:

Just as we measured the state of the employee before the intervention, we also measure the state after the intervention to know how effective the intervention was.

To understand the change that has taken place in participants, we can use various tools to measure the same, depending upon the level of Kirkpatrick’s Model required. We can ask participants to fill in feedback forms post the session to measure their reaction to the session. We can also go a step further and administer questionnaires, conduct interviews or simply observe participants.

Participants can also fill in Action Plans during the course of the session. This gives them a sense of direction and a specific course of action to take in order to bring about the required change. Since the participants have created their action plan themselves, it increases their likelihood of following it. It also gives you a chance to review their progress to see whether they have implemented what they have promised to!!!

If you want to go a step further and understand the impact of the intervention on a business vertical or on your Organisation we can help you calculate the change in various parameters like employee retention, production, sales, customer complaints, etc.

We can also help you in calculating the Return on your Investment.

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Reviews:

It is a well known fact that we tend to forget a lot of what we have learnt during a training session and slip back into our old ways of doing things. This can be avoided to a large extent if we set an action plan during the session and implement it once back at our jobs. To know how the participants are doing, we conduct reviews. These may consist of a simple interaction between participants and the facilitator where participants can discuss any difficulties they may have faced implementation of the learning or clarity on a new line of thought. They may also be conducted in the form of e-mail or telephonic follow-ups with participants to see how much of their action plans they have implemented and random calls to the participant’s juniors, colleagues, seniors or customers to get their feedback.

Based on these reviews we may also conduct refreshers from time to time to ensure that participants are in touch with what they had learnt.

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Business Impact:

Sustainable behaviour change is a good indication of the success of a training programme. However it is equally important to ensure that change in behaviour is aligned with the business strategy, whether that is to develop sales skills to win more business or improve productivity among staff for greater return on investment.

Linking behaviour with business outcomes enables you to measure and track any impact that change has had on the business and therefore demonstrate the true value of training. Companies that can demonstrate behaviour change, maintain this change and measure its affect on business results are the ones that perform the best.

This is where we come in. We can assist you in measuring the business impact that a training session has had, to prove using figures that the session has been worth it.

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Return on Investment:

It sometimes gets difficult to establish and justify training budgets. It is at that time that finding the return on investment (ROI) for the training company can come in use. However finding ROI can be quite a challenging task in itself if the training is not directly linked to a quantifiable factor like improved productivity or process improvement. However if this is done correctly, you can come up with a figure that reflects the value of the training to your company's bottom line. Choosing the right factors to measure, both before and after training, enables you to show how training has resulted in benefits to your employees and your organisation over its cost.

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