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Through Redcap’s competence based assessment tool, learning needs are understood, skill gaps analysed and learning programmes designed to meet those skills needed to enhance the procurement process. For an overveiw of our Learning services click to download the  Skills Development Brochure. For further information on how Redcap can strengthen the knowledge base of your procurement team click here to contact us. As part of our incessant focus towards investing in employee development, we deem it to be of the utmost importance for our employees to develop and enhance the skills and knowledge levels as our broader based and diversified business activities demand additional cross training to meet customer demands. Our solid new hire training program begins with a comprehensive Induction program which apprises them of what Jeena & Co. Another aspect of our comprehensive employee training program is the Continual Learning program which ensures that our associates are kept abreast about policies, procedures and the technology used in their departments. We believe in today's competitive world, it's not just enough to have a good degree or a good job.
If you are looking for consulting solutions designed to meet the specific needs of the Learning & Development function; look no further!
Click on the titles of the below boxes to find our more about our range of solution in this area. This is a quick high-level evaluation of training (or development) requirements for all the employees in your organization. Need a high-level evaluation of a limited number of Knowledge, Skills, Abilities, or Competencies for a large number of employees (or all your employees). Require a focused assessment of a limited number of competencies for  employees in some departments. Have never conducted a T(D)NA in the past and have no method for identifying training requirements internally (such as a performance appraisal). Requires special facilitation methodologies (such as On-the-Job training or e-learning for example). We will flavor the program’s activities and exercises to ensure they are suitable to your organization and audience needs. We collect information before the training to tailor the examples, activities, case studies, and discussions conducted throughout the program. Read more about this projectThis private FMCG had never conducted a training needs analysis in its history nor did its performance management system incorporate a section for identifying development requirements for the employees.
Learnactive also cross-validated the results with functional heads to ensure that all identified training needs are aligned to the company’s overall strategy. Read more about this projectThis government organization had adopted a new system for writing job descriptions.

Read more about this projectThis private organization promoted trainers internally from a pool of highly competent subject matter experts within each function. Learnactive designed a three-day training program over a four-week period to develop these trainers’ skills and abilities as internal coaches. Read more about this projectA group of UAE nationals, all civil servants, were employed by a private company for future managerial roles. Maha Khatib is a Learning & Development specialist with more than 12 years of experience in the private and public sectors, she effectively assists individuals and organizations in building solid and memorable learning experiences linked to performance.
Ahmad is a learning and development professional with more than 5 years of experience in the training field in the private sector, enjoying strong communication skills, Ahmad likes to actively engage the participants and possesses a passion for learning and development.
Layla Halabi is a performance specialist with an extensive background in Leadership and Management Development and more than 15 years of experience in the GCC and the Middle East. I recently came across an interesting article on how Learning & Development must change, and three major challenges that the field is facing.
Another key challenge for L&D professionals, which is even more apparent today than at the time of this article, is the need to develop technical expertise in e-learning platforms and systems.
As we start to move further away from recession, it is reported that many company employees across the UK are seeking new opportunities as the job market becomes more stable. Learning and development companies can exploit this market by offering in-company training and development opportunities to help businesses positively engage with their staff and encourage loyalty.
A stabilising economy has resulted in many companies needing to increase their investment in staff training and development to ensure retention and progression of good quality members of the team.
Sales and marketing planning – BDC has helped many learning and development companies increase revenue by setting plans to help the sales and marketing teams pull together and focus the sales effort for the same goals. We respect your privacy and any data you share with us won't be used in any other purposes nor discolsed to third parties. Developing commercial skills is fundamental as part of the procurement transformation enabling highly skilled teams to deliver lasting value to clients.
What is required is having the right skills to get the best job and give your best performance.
Learnactive’s consultants have the experience, qualification, and education required to design and deliver best-in-class solutions. Despite the challenges, Learnactive was able to create a comprehensive training and development plan based on a core framework of competencies (identified and developed as part of the project) and also linked to job (technical) competencies). Supervisors and managers alike were facing difficulty in upgrading job descriptions to the new methodology.
While these trainers were technically extremely knowledgeable, they lacked the essential training and coaching competencies required to deliver effective training especially since most of the training was on-the-job and not in classrooms.

The program included several on-the-job assignments and special coaching sessions to address any issues the participants had faced when completing their assignments. She has worked with some of the leading organizations like General Electric and the United Nations system.
For me, one of the most significant challenges facing L&D professionals today is to work together with operational heads and all members of staff to make sure that all training and personal development opportunities provided are a good fit. Whereas courses were once only delivered face-to-face in classrooms, the options available today are much more wide-ranging and demand higher levels of technical expertise.
We offer training courses covering the most important disciplines and markets, and I am interested in blogging on and hearing about an equally wide range of subjects, as well as anything to do with training and personal development. The good members of staff are the ones that companies would like to keep yet they are also the most likely to be headhunted. Along with responsibilities, come in pressure to perform, skills to excel and needless to say stress on the self while trying to meet up the different demands in life. The best method for identifying how to conduct the T(D)NA depends on existing systems and processes within your organization and the desired outcome. Learnactive created a one-day workshop which not only trained the managers on the new system, but also coached the participants through each step of the process as they wrote a description. Instead L&D professional need to work together with workplace subject matter experts to develop content.
This involves pre-training analysis, working together to ensure that everything runs smoothly and fulfils the objectives identified, and following up effectively to collect valuable feedback and make improvements for the future. Keeping up-to-date with all of the latest developments in the learning and development field can be a real challenge in itself! To help prevent high staff turnover in the coming years, learning and development budgets are already reported to be increasing. We begin by identifying requirements then we develop the solutions and finally, we build internal capability through training and coaching to reduce your dependence on external providers.
As a result, we were able to deliver more than 30% of the new and updated job descriptions by the end of the five workshops we conducted!
Learnactive also created comprehensive development plans for each particpant that included both short- and long-term development needs.

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