Learning helps employees gain knowledge and skills and also address aspects related to attitude, to improve productivity or performance in their current roles. Development is more expansive, it focuses on employee growth and future performance, rather than just meeting the 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 and not a set of programs, rolled out from time to time. It is accordingly a carefully planned and structured Intervention, interwoven with the business needs of today and tomorrow, to position your organization ahead of your 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.
Keeps employees abreast of new technologies to improve both quantity and quality performance.
Empowers employees with skills and learning to address tasks independently
Provides a catalytic platform for employees to share their ideas and helps the management to spot the hidden leader within the current workforce.
Instils sense of belonging and keeps the employees highly engaged to reward the organization with their best.
Helps employees gain analogous skills and knowledge and eliminate the skills gaps.
Helps to expand the horizons of human intellect and an overall personality of the employees.
Helps to provide an opportunity and broad structure for the development of human resources' technical and behavioural skills in an organization.
At Naman, we start from the very base with diagnosis to design and then deliver sessions that are apt for your organization’s needs to achieve the targeted goal. Post-delivery we evaluate effectiveness of our training to refine the design and content of the learning modules. To us, the functionality of the learning intervention is important and thus, we seek tangible benefits to individuals and organizations on a sustained basis by putting in place appropriate institutional mechanisms. We believe in developing internal capability in your organization and accordingly train your in-house resources to enable them to conduct training programs on their own.
Our extremely strong processes allow us to work in unison with organizations like yours 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.
participants across levels
Team of 30+ trainers.
250+ Companies with repeat assignments
from almost all
Provide customized tools like simulation exercises, role plays, case studies & workbooks.
The Naman 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:
We partner with you to design customized simulation exercises to help employees experience real-world examples and get up to speed faster.
We implement case discussions to improve your employees’ analytical thinking, communication and to act as a reference when employees face similar situation professionally or personally.
Our program enables employees to demonstrate competencies and allow self-reflection to identify strategies to enhance skills and knowledge needed for career development.
As we co-create the experience with you, we share a well-thought action plan to help employees become the best versions of themselves.
Our clients tell the best stories and are the best advocates for what we do and how we do it.
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.
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:
Listed below are some of the learning & development intervention programs offered by Naman: