Training And Developmemt

Continuous learning and consistent practice is a key ingredient for success and a way to future-proof a career/company.

We at Cestro - Training and Development Wing tailor built an ecosystem for training an individual to grow in their career exponentially.

‍ Methods:

1. For Students & Educational Institutions:
Any method of learning should support individuals, teams or the organisation as a whole to build capability that meets business needs. As working environments become more complex and greater agility is needed to ensure capability among employees, it’s more important than ever to consider the breadth of different learning methods available.

Training, mentoring and practice can be effective approaches to developing students/employees.

2. For Employees and Corporates:
One approach to learning and development (L&D) that could help bridge this gap is the 70 20 10 model.

At its core, the 70 20 10 model defines three types of learning experiences and hypothesizes about how much each category contributes to employees’ acquired skills. In particular, the theory suggests that 70% of a student's/staff’s knowledge comes from real-time project or on-the-job experiences, 20% from their interactions with others, and 10% from formal training.

Structured learning can be delivered in-person through workshops, seminars, face-to-face classes, lectures, conferences, or programs. It can also be carried out using online tools, like webinars, e-learning courses, instructional videos, mobile apps, LMSs, online discussion boards, MOOCs, and virtual tutoring. Trainees can engage in self-study by moving through material at their own pace or be taught by professional instructors during a scheduled event.

Although the 70 20 10 model asserts that formal training only contributes to 10% of employees’ knowledge base, that does not diminish the impact well-designed courses can have on workers’ growth and development. Indeed, research studies have linked different types of employee training programs (e.g., compliance training, soft skills training, technical skills training) to increased employee productivity, performance, retention, engagement, and more.

Instead, think of formal training as a fundamental component of any learning and development (L&D) plan. Referred to as the “amplifier effect,” formal education events serve to complement hands-on experience and peer-to-peer learning by clarifying and supporting what employees have learned informally, instituting a collective knowledge base for all workers to draw from, and ensuring alignment of policies, practices, and attitudes throughout the entire organization.

Some of our training courses include:

1. Training and Placement
2. Technical Training
3. Interviewing and Recruitment
4. Appraisal Training
5. Management Change
6. Team Leader Training
7. Leadership and People Management
8. Time Management
9. Personal Development
10. Coaching and Mentoring