Forward-Thinking Business Education and Skills Training
Explore the limitless possibilities offered by Penkz Institute of Business Skill Training. Assembled by our global network of subject experts and seasoned practitioners, our skills training focuses on all areas and sectors, promoting the skills that employers want in the workplace of the future. Understanding the individual needs of learners, our business education specialists are here to help you maintain a competitive position in today’s ever-changing global marketplace.
Methodology
With an emphasis on experiential learning, our methodology draws from the teachings of Noel Burch and Albert Bandura. As outlined by Burch in “Four Stages for Learning Any New Skill” (1970), the process of learning comprises various different stages, including:
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Stage 1 – Unconscious Incompetence
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Stage 2 – Conscious Incompetence
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Stage 3 – Conscious Competence
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Stage 4 – Unconscious Competence
Appreciating that learners will each be at different stages, we focus on this process in the content and delivery of our courses. Furthermore, we observe Bandura’s social cognitive theory, (1997) which identifies four sub-processes that must be observed in learning a new skill. These sub-processes are:
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Conceptual
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Behavioural
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Motivational
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Attentional
These factors will govern the effectiveness of the end result, allowing learners to discover how, why, and when they should use their new skills. By challenging pre-conceptions and promoting understanding of skills, we ensure that those who complete our courses are well equipped to use them.
Learning Techniques
Our training incorporates a judicious mix of cooperative learning methods that suit adult learners’ sensibilities, including:
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Role Playing
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Case Studies
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Critical Incident Analysis
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Structured Rehearsals
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Lectures
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Small Group Discussions
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Plenary Activities
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Instructional Activities
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Tutorials
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Learning Games
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Learning Contracts
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Knowledge-Based Learning Sessions
This enhances the learning outcome for both participants and staff. Various supporting materials are used in the course of training, including slides, posters, audio-visual elements, and models. To continuously improve our training, we encourage participants to reflect and provide feedback on each module.
Customisation
Our customisation process is intensive and collaborative. Our comprehensive discovery and ongoing dialogue with our clients are completely focused on delivering the highest quality training that hits the objectives and the requisites of the assignment. Working in harmony with other stakeholders, ranging from senior management staff to line managers, we will:
- Conduct discovery to ensure that all custom content aligns with training objectives;
- Review and analyse data uncovered in the discovery process;
- Review training objectives and desired competencies;
- Identify the preferred learning methodologies of participants;
- Determine effective learning strategies to hit programme objectives;
- Link the new learning to previously completed staff surveys, tests, or assessments available;
- Gather relevant examples and current clients’ models, language, and core concepts as appropriate for use in the actual training;
- Integrate discovery findings into course content by customising all language and relevant stories/current best practices etc;
- Build relevant examples which directly relate to the current cultural climate.
To this end, we propose a three-way partnership in our strategy for the transfer of learning between the prospective trainees, their managers and ourselves.
Outcome Measurement
As part of our commitment to constantly improving our training, we engage with participants and staff alike to evaluate the effectiveness of our programme. By setting outcomes from the outset, we measure our success by whether or not our consultants and participants have achieved their agreed goals. In measuring this and other criteria, such as the quality and efficiency of training and the usefulness of the new skills learned, we are able to reliably measure the results.