Training and development managed by WWGG Consulting, does not represent a cost but an investment because It will certainly give to the organization the desired return.

Day by day, companies are so much pressured by the avalanche of changes received from the various scenarios that surround them. Changes that come from technological and behavioral processes that make pressure over both leaders and managers of the organizational structure in a daily basis.

Conventional organizations have been using training as a tool to deal with and monitor the effects of the changes that affect them while leading companies are using more and more training as the main tool to support all changes imposed by the current and fothcoming environment.

WWGG Consulting conducts tailor-made training and development for the intellectual capital of your organization. See below how we identify, plan, perform and evaluate the T & D process:



WWGG Consulting conducts a diagnostic audit to the organization's current situation to define: "Who should be trained" and "What should be learned".



It is up to the planner to organize the priorities between the necessary and the possible, focusing the available resources and the general needs. At this point it is considered the policies, guidelines, formal and informal actions that govern the relationship between the organization and its collaborators.
The Planning then defines "When," "Where," "What is the duration of the meetings",  "What is the schedule",  and "What are the necessary and appropriate resources" to carry out the process.



The execution is the practical application of what was planned and programmed to meet the learning needs detected in the organization.

It is the " production-line " of the process.



This stage of the training process aims to measure the results achieved compared to what was planned and expected by the organization.
In order for this step to fulfill its purpose each training module must be previously planned and scheduled, so at the end of the training, it is possible to measure the achieved results. Without this condition a very big difficulty can be created that would compromise the effectiveness of the work performed.

Therefore on occasions when there is no real possibility of carrying out a certain objective evaluation, it is necessary to previously establish goals that lead to results that are at least observable or have indirect answers that support the decision to know whether the cost-benefit relation was achieved or not.

It is worth remembering that if the training did not achieve the expected results in the final evaluation, the module should be redone after a review of the methodology and program content, readjusting where necessary. This looping is necessary until the goals are fully achieved.