Trainings for private, public and NGOs beneficiaries


Technical assistance and training are core elements of the development dimension in any organization from any sector.

Training represents, from our point of view, the actively achievements of knowledge, skills, and competencies as a result of the teaching of vocational or practical skills and knowledge that relate to specific useful competencies that return improved capability, capacity and performance.

Training is a horizontal support with four membranes that are intertwined, in terms of people, documentation, instruments and time, on which any organization stands because departments such as, marketing & sales, HR, production, finance, or any others depends on training for its survival.

Training is a special domain because of the direct involvement of the people from any point of view we see the objects, so on the bases of the INTEGRATED SOLUTIONS CHOSEN with CARE FOR RESOURCES concept, developed in PCM in GENERALLY, we SPECIALISED the approach on the training domain, HARMONISING OUR ACTIONS on two training models in a GOVERNED manner in accordance with our value and principals STARTING FROM OUTPUTS and CREATING OUTCOMES in order to THINK GLOBALLY, but ACTING SPECIFICALLY to the identified needs.

So, our approach in training domain consists in a combined way of doing the transfer of knowhow, taking into consideration the next models:
1. System Model
The system model consists of five steps and must be repeated on a regular basis to make constant improvements. The steps involved in System Model of training are as follows: analyze and identify the training needs, design and provide training to meet identified needs, develop the training deliverables,implementing the trainings and evaluating the trainers, the courses and the trained people.
2. Instructional System Development Model
Instructional System Development model was design to answer the training problems. This model is widely used now-a-days in organizations because it is concerned with the training need on the job performance. Training objectives are defined on the basis of job responsibilities and job description and on the basis of the defined objectives individual progress is measured. The Instructional System Development model comprises of the same 5 steps.