Keeping Employees on the Cutting Edge of Knowledge & Practice

“The only worse thing than training your employees and having them leave is not training them and having them stay.” – Henry Ford

As the battle for being at the top intensifies for organizations, it is increasingly important that companies learn fast and collectively to adapt to the transforming environment to gain the much-needed competitive edge. Organizations are now understanding the importance of training their workforce to make them agile and help them in delivering remarkable results. That’s where Learning and Development initiatives propel to help and empower employees to navigate the organization to its desired destination.

“Learning and Development isn’t just Important, it is Vital…”

Learning aids employees in gaining relevant knowledge and skills and can help them in improving their performance in their current roles. Development, however, is more expansive, it focuses on employee growth and future performance, rather than just meeting the current job needs. Learning and development together is a potent formula for business success. Some organizations view training (learning intervention) as cost and not as investment critical to organization’s sustenance and growth. Contrary to this, successful business leaders have exhorted ‘Ignore investing in your human capital at your own peril’.

Naman believes that learning and development is an integral part of the organization. It is accordingly a carefully planned and structured Intervention, interwoven with the business needs of today and tomorrow, to position organizations ahead of their comparator group. Needless therefore, to emphasize that while stand-alone learning programs may address specific and at times immediate needs, it is the well-conceived strategic intervention, that earns rich dividends to your organization.

Advantages of Focusing on Learning and Development

  • Increase in productivity & performance

    Keeps employees abreast of new technologies to improve both quantity and quality performance.

  • Less supervision

    Empowers employees with skills and learning to address tasks independently

  • Uncover employee potential

    Provides a catalytic platform for employees to share their ideas and help management find the hidden leader within the workforce.

  • Reduced employee turnover

    Instils sense of belonging and keeps the employees highly engaged to reward the organization with their best.

  • Addresses employee weaknesses and develops relevant skills

    Helps employees gain analogous skills and knowledge and eliminate the skills gaps.

  • Resource utilization

    Helps to provide an opportunity and broad structure for the development of human resources' technical and behavioural skills in an organization.

  • Resource utilization

    Helps to provide an opportunity and broad structure for the development of human resources' technical and behavioural skills in an organization.

Naman’s Framework

At Naman, we start our approach with diagnosis to design and then deliver sessions that are in tandem with organization’s needs. Post-delivery we make sure to evaluate effectiveness of our training to refine the design and content of the learning modules. The functionality of the intervention is paramount to us and thus, we seek tangible benefits to individuals and organizations on a sustained basis by putting in place appropriate institutional mechanisms.

Our extremely strong processes allow us to work in unison with organizations to create a unique roadmap for the development of individuals and teams.

Our competency-focused training delivery model is a balanced mix of technology, workshops and programs that cater across hierarchy.

We develop customized modules & programs, with standardized delivery methods and approaches for the execution of trainings including simulation exercises, case studies, role plays, behaviour facilitation, and more.

Our Approach

The NamanHR team starts by understanding your most critical challenges, needs and goals to recommend and deliver an effective training strategy designed to meet your needs and achieve your goals. The learning and development program will have the following stages:

  • Stage 1: Customized Simulation Exercises

    We partner with organizations to design customized simulation exercises to help employees experience real-world examples to make them future ready

  • Stage 2: Case Discussions

    We implement case discussions to improve employees’ analytical thinking, communication

  • Stage 3: Self-Reflection

    Our program will help employees demonstrate their competencies and allow self-reflection to identify key areas needed for career development.

  • Stage 4: Conclusion

    As we co-create the experience with you, we share a well-thought action plan to help employees become the best versions of themselves.

Learn how we help organizations like yours achieve better business results with custom learning and development solutions.

Client Success Stories

Our clients tell the best stories and are the best advocates for what we do and how we do it.


What is the difference between Training and Learning and Development Programs?

The fundamental difference between training and learning and development is that training is unidimensional, based on production-centric approach. Whereas, learning and development takes a multi-dimensional approach to help learn and develop various skills and behaviours.

How does learning and development program help in improving an employee’s performance?

Learning and development programs help employees to be competent and stay on top of changing industry standards, thereby helping your organization to be a leader and a strong competitor within your industry.

Some major improvements are as follows:

  • Increased employee motivation
  • Improved productivity speed and competency
  • Improved engagement

What are some of the learning & development intervention programs offered by Naman?

Listed below are some of the learning & development intervention programs offered by Naman:

  • Competency-based classroom sessions
  • First Time Managers
  • Interpersonal Skills
  • Train the Trainer
  • Emotional Intelligence
  • Decision Making
  • Customer Service
  • Business Etiquette
  • Time Management
  • Communication Skills
  • Presentation Skills
  • Negotiation Skills
  • Change Management
  • Conflict Management