Effective training is a key factor to upgrade the knowledge of the resources, to help comply with cutting edge technology, and to focus on quality work as per project needs. Sometimes, being able to discern among an immediate improvement, long-term knowledge absorption, and performance growth can be very difficult. While Software training research often focuses on only one outcome for training and understanding, the AIS focuses on training the consultants based on an analysis performed to ensure the personal success of projects.

We conduct a needs and skills analysis of the consultants before beginning their training. It is very important to carry out the systematic analysis, and establish clear objectives for consultants during their training and the development. Keeping the results in mind, the AIS analysts evaluate and communicate expectations to each consultant personally.

To conduct training, ASI follows these certain tasks:

  1. We up-front answer the question, “What’s in it for individual?” It is critical to make a clear connection between the material learned at the training sessions, and the practical on-the-job required tasks.  We also explain to the employee the importance of the knowledge gained in long terms—both, on a personal level, for his/her professional growth, and on a business level, as the tasks will directly contribute to project productivity and success.
  2. When designing the training, we make sure that it is directly relevant to practical and applicable skills – The training and growth one receives should be relevant to the skills he/she requires for work objectives.  Abstract or background information, in the eyes of the learner, is often quickly forgotten with the completion of the training sessions.  A clear line should be drawn from knowledge taught, to skill learned.
  3. We Develop short compact training sessions, with the goal of not overwhelming the learner – When designing and scheduling training sessions, it is important to keep in mind that a) people have limited attention spans, b) too much information at one time is not a good thing, and c) that it should not be forgotten that the goal of training new employees is not for them to memorize a series of facts or instructions as the end all to be all, but rather, that in the long term, their talents are maximized and fully realized in a performance level that is as efficient and beneficial to the overall business.
  4. We plan sessions that are engaging – In addition to the short time intervals of sessions, it is also be important to make consultants as engaging as possible. We do not force the learners to stay stationary and sitting all the time – we get them involved, moving around, and feeding off each other’s energy level.
  5. We remember training is not an end, but only a beginning – In the whole pre-training stage, and in determining objectives and designing the training the course, it is so important to remember that training is ONLY THE START of what one hopes will be consistent knowledge and performance growth. We know that – long after the initial training sessions are over – there are a number of ways to encourage consultants to constantly learn new skills and upgrade existing ones.  We also use the other methods to encourage long-term learning like online social learning, days away from the office at conferences, or other settings to enhance skills.
  6. We provide different methods for training – Picking the best methods for training is a challenge. Some methods are more cost and time effective than others, but we want to use the option that best equips the trainee with transferable skills and accommodates different learning styles. If one can bring back skills from training, he/she can perform more successfully in his/her jobs.

We provide the following:

  • Classroom Training
  • Web Seminar Training
  • On-the-Job Training