Where Our Participants Are From 6 Countries
“Training programs were delivered effectively by excellent trainers with high qualitystandard. IPDC has become our preference and choices for our employee’s trainingdevelopment”
Fahrizal Tampubolon, MMHead of APRIL Learning Institute I PT Riau Andalan Pulp and Paper
Bangladesh
Brunai
Indonesia
Malaysia
Thailand
Vietnam
Participants have attended
our programs since 2001
50.000+
150+
95+
Open programs offered each
year
1000+Major clients and growing...
Independently minded and
experienced trainer and
facilitators
90+Customized learning soluction
delivered
“
PROFILE OF IPDC TRAINING INSTITUTE
2
15 YEARS+ of excellent in training
High quality standard in process on obtaining ISO 9001 CERTIFICATION
100% Customer satisfaction guarantee
TRUSTED by many major corporation in indonesia and region
Learning partner and PREFERRED by many corporation
Offer a wideranged but FOCUS applied programs
EXCELLENT IN SERVICE
EXPERIENCED and caringevent staff
Trainers are INDUSTRY-TESTED
PROFESSIONALS and PROFESSORS gaining for
more than 25 years of professional experience coming from
international and national firms and nation’s top universities
respectively
British Petroleum Indonesia Preferred Training Partner
Why
IPDC ?
PROFILE OF IPDC TRAINING INSTITUTE
3 PT. IPDC Consulting & Advisory | Copyright 2017
MissionTo inspire, equip and empower people,
through excellent personal development
training and consulting by providing
comprehensive professional services
to our client and building relationships
and develop innovative solutions, which
help dynamic people and organizations
create and realize value.
WHAT DRIVES US
We have a dedicated impact team that works under our vision, mission, corporate values and passion
VisionBeing a Recognized Industry Leader
Creating Value for Our Clients
Providing a Stimulating and Rewarding
Work Environment
Capitalizing on Opportunities to
Strengthen the Company
VMV
Vision, Mission and ValuesPROFILE OF IPDC TRAINING INSTITUTE
Vision, Mission and Values
4
VMVVision, Mission and Values
Committing Corporate
Resources to Benefit our
Communities
Open and honest
communication
Recognizing Individual
and TeamContributions
Respect
and IntegrityProviding an Enjoyable
WorkAtmosphereSuperior Client Service
Our VALUES
Ensure the clients’
satisfaction and moment
of truth
Making high impact for
what we do
Facilitate the high quality
training programs and the
process
Focus on what is most
meaningful for our clients
Our
PASSION
PROFILE OF IPDC TRAINING INSTITUTE
5
TRAINING CATEGORIES WE OFFERED
COMMUNICATION SKILLSOIL & GAS INDUSTRY TECHNICAL KNOWLEDGE AND PRACTICE
HSEPRE-RETIREMENT PROGRAM(PURNA BHAKTI)
HUMAN RESOURCESPRODUCTION SHARING CONTRACT (PSC), ACCOUNTING, FINANCIAL AND CONTRACTUAL ASPECTS
LOGISTIC, CONTRACT, AND SUPPLY CHAINMANAGEMENT
PROJECT AND PROCUREMENT MANAGEMENT
MANAGEMENT AND LEADERSHIP PURCHASING & MATERIAL MANAGEtMENT
MANAGEMENT OF TRAINING
01
02
03
04
05
06
07
08
09
10
11
12 SECRETARIES AND OFFICE
ADMINISTRATION
Current Similar Experiences (in-house training)
IPDC has been facilitating agreat numbers of In-houseAnd Public Training Programsfor the last 16 years.
See our website www.ipdc.co.id (Clients and Gallery) tofind out on our experiences
Please call us for the copy ofcontract for fact and dataverification on our claimedexperiences.
PROFILE OF IPDC TRAINING INSTITUTE
6
LECTURE ICE BREAKERS AND GAMESCASE STUDIES AND PROBLEM
BASED LEARNING
GROUP COACHING GROUP DISCUSSION ROLE PLAY & PRACTICE
“It should be Fun, Interactive, and Applied”
APPROACH & METHODOLOGY IN DELIVERY A TRAINING
Training Delivery Method
7
8
Training Effectiveness Evaluation (The Four Levels of Learning Evaluation by Donald L. Kirkpatrick)
Level 1 Level 2 Level 4
Reaction Learning Results
Me
asu
rin
g
How participants react to the training program
Learning can be done through identifying what
evaluator wants to evaluate, (i.e., changes in knowledge,
skills, or attitudes
Final results that occurred because
participants already have attended training
program.
Ho
w t
o D
o It
?
Questions of surveys or questionnaires like these should be considered:• Did the trainees feel that
training was worth their time?
• What were the biggest strengths of training, and the biggest weaknesses?
• Learners’ skills and knowledge are assessed before training program.
• Candidates are unaware of the objectives and learning outcomes of the program.
Level 3
Behavior
The extent to which change in participants’ behavior has
occurred because of attending training
programs.
For measuring changes in behavior, questions like these should be considered:• Did the trainees put any of
their learning to use?• Are trainees able to teach their
new knowledge, skills, or attitudes to other people?
Measuring final results that occurred because
participants already have attended training
program.
BEFORE Training
• The phase where instructions are started.
• This phase consists of short tests and quizzes at regular intervals.
DURING Training
• Learners’ skills and knowledge are assessed again to measure the effectiveness of training program.
POST Training
Ch
ange
s
After gathering information, changes could be done based
on the trainees’ feedback and suggestions.
Make changes happen, these conditions are necessary, the trainees: • have the desire to change
themselves.• know what to do and how to
do it.• be trained in the right climate. • be rewarded for changing.
Outcomes or final results that are closely related to training program should be considered such as:• Increased employee
retention.• Higher morale.• Increased customer
satisfaction
IPDC will only use two levels for Training Effectiveness Evaluation
in this program
APPROACH & METHODOLOGY IN DELIVERY A TRAINING
9
APPROACH & METHODOLOGY
Training Effectiveness Evaluation: LEVEL 2 (PRE & POST TRAINING)
• Each test is titled with the course title, date, instructor and either pre- or post test
• Tests assess the attainment of the learning objectives• Both tests have the same items• Brainstorm 15- 25 possible questions that would
effectively test the participants’ knowledge prior to the course and after the concepts have been presented.
• This knowledge should be based on the learning outcomes and objectives that have established for the course
• Select a variety of questions (multiple choices, fill-in-the-blank, etc.) that will peak the participants' interest in excelling on the pre/post test and learning the material being taught.
IPDC will construct Pre and Post Assessments based on the following criteria and elements
Training Effectiveness Evaluation
10
As part of training delivery, IPDC shall submit the following items:
• Training material/ tool kit for all participants.
• Certificates of Achievement for all participants.
• Program documentation (In-Class session) and video recording.
• Report of Program Result
APPROACH & METHODOLOGYDeliverable
Duration
Max. of 15 Participants
in one class to allow better interaction
and class simulation
Training Participants Location
• Option # 1: Client’s Office
• Option # 2: Training Room in Hotel
APPROACH & METHODOLOGY
Course Format
2 Days
11
12
TRAINING AGENDAOverview
Learning is essential part for every organizational growth and development. Every world-classinstitution realize that high quality learning process is what eventually set them apart fromthe average. Learning & Development are not a static activity, it always dynamically evolves,we therefore need a high-quality framework to catch up with this evolution of performanceneeds. 4-MAT System was developed by Dr. Bernice McCarthy as a transformative learningframework which engage the whole function of brain in learning and processing information.
Applying 4-MAT system in Instructional Design allows the trainers to formulate a high qualityand consistent learning framework and provides the participants a simplified - yettransformative learning experiences.
To create a more holistic-transformative performance improvement, trainers work best whenhe/she is mastering the whole cycle of Instructional Design which is covered in ADDIE Modelalong with 4-MAT System.
13
TRAINING AGENDAProgram Objectives
At the end of the workshop, the participants will be able to
• Appreciate their essential role as a ‘learning designer’
• Identify four learning styles, four types of learners and their unique way of processing information
• Formulate impactful and consistent learning cycles to fulfil the need of each learning style’s
• Manage learning process with NLP: 5W + 1H of dynamic learning, ice breaker & energizer
• Set quantitatively-measurable learning objectives as learning success indicator
• Convert data of Training Need Analysis to create well-formed content of performance based training
• Conduct two ways of assessment plan: summative & formative
• Assess the quality and effectiveness of participant’s learning process
• Propose follow up and action plan according to the result of learning assessment
14
TRAINING AGENDA
Agenda
Program Topics Highlights : DAY 1, 2 & 3
The essential role of ‘modern’ trainers nowadays
Four learning style, for types of learner
and how they process information
Assessing learning style and facilitation style
Four phases and eight sub-phases of learning cycle
Applied NLP in learning processDynamic-Explorative learning approach
Identifying appropriate ice breaker and energizer
Expanding delivery enrichment
Foundational Competence
15
TRAINING AGENDA
Agenda
Program Topics Highlights : DAY 1, 2 & 3
Instructional Design
Kirkpatrick’s Model Feedback, Follow Up & Action Plan
Understanding Kirkpatrick’s Model - 4 levels of learning evaluation
Providing feedback, follow up & action plan
ADDIE TNA Converting Result Learning Taxonomy
ADDIE (Analyse, Design, Deliver, Implement, Evaluate) Model
Conducting Performance Based -Training Need Analysis (TNA)
Converting result of TNA into well-formed content of Performance based training
Learning taxonomy and learning objectives
Learning Competency
Measurable Learning
Impactful Lesson Plan
Assessment Plan
Four domain of
learning competency
Quantitatively measurable learning competency
Setting an impactful lesson plan & learning curriculum
Design two ways of proper assessment plan: summative and formative
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