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At QPlus, we recognize that while digital tools offer flexibility, certain skills and knowledge are best imparted through structured, immersive learning environments.

In today’s fast-paced world, technological advancements are indeed reshaping the way we live, work, and learn. However, there remains a critical need for face-to-face interaction, hands-on experience, and collaborative learning that only in-class training can provide. In-class training allows for deeper engagement, real-time feedback, and the opportunity to foster a dynamic exchange of ideas—elements that are vital for developing leadership capabilities, team collaboration, and technical mastery.

Designed to Provide Practical, Hands-on Experience

Our in-class training solutions are meticulously crafted to meet the evolving needs of professionals across industries. Whether you are looking to enhance organizational leadership, improve technical proficiency, or foster innovation, QPlus offers comprehensive, industry-specific training programs delivered by subject matter experts. Our courses are designed to provide practical, hands-on experience that participants can immediately apply to their roles, ensuring not only knowledge retention but also operational impact. By facilitating face-to-face interactions and experiential learning, our in-class training fosters a deep understanding of complex concepts and the development of critical skills that go beyond the virtual realm.

At QPlus, we believe that in-class training complements digital learning by providing a holistic approach to professional development. Our global network of partners and seasoned trainers ensures that participants are exposed to the latest industry trends and best practices while benefiting from the personalized attention that in-person learning offers. With QPlus, your organization can cultivate a highly skilled, adaptable workforce capable of navigating the challenges of today’s business landscape while driving long-term success.

QPlus Training Design Process

The QPlus Training Design Process is a comprehensive framework for creating effective, impactful, and tailored training programs. This structured process ensures that training interventions align with organizational goals, address learners’ needs, and deliver measurable results. Below is a detailed description of each step in the process:

Step 1:

Training Needs Analysis

The foundation of the QPlus Training Design Process is identifying the gaps between current competencies and desired performance levels. This step involves:

  • Collecting data through interviews, surveys, focus groups, and performance reviews.
  • Analyzing organizational goals and strategic priorities.
  • Assessing the knowledge, skills, and attitudes of the target audience.
  • Prioritizing training needs based on their impact on business outcomes.

The outcome of this step is a clear understanding of the specific areas where training can enhance individual and organizational performance.

Step 2:

Training Objectives

With the identified training needs, this step focuses on defining precise and measurable objectives for the program. These objectives:

  • Align with organizational goals and performance standards.
  • Specify the desired outcomes in terms of knowledge, skills, and behaviors.
  • Serve as benchmarks to evaluate the effectiveness of the training.

For example, an objective might be: “By the end of the program, participants will be able to demonstrate proficiency in using X software to complete Y tasks within Z time.”

Step 3:

Training Outlines

In this step, the structure of the training program is established. Key activities include:

  • Developing a detailed syllabus that outlines the topics to be covered.
  • Organizing the content into logical modules or sections.
  • Incorporating time allocations for each module to ensure comprehensive coverage within the available timeframe.

The outline serves as a roadmap for both trainers and participants, providing a clear structure and flow for the program.

Step 4:

Training Design

This step involves creating the content and instructional methods to achieve the training objectives. Key elements include:

  • Developing engaging materials such as presentations, handouts, case studies, and e-learning modules.
  • Choosing appropriate training methods (e.g., lectures, role plays, group discussions, simulations) based on the audience’s learning preferences.
  • Designing assessments and activities that reinforce learning and gauge comprehension.

The design emphasizes interactivity, practical application, and alignment with adult learning principles.

Step 5:

Verification

The final step focuses on evaluating the overall success of the training program. This involves:

  • Measuring learning outcomes using pre- and post-training assessments.
  • Collecting feedback through surveys, interviews, and focus groups.
  • Analyzing the program’s impact on individual performance and organizational goals.
  • Implementing corrective actions or updates based on the results.

Verification ensures continuous improvement and validates the return on investment in training initiatives.

Step 6:

Validation (In-Class)

Before full implementation, the training is validated through pilot sessions or in-class trials. This involves:

  • Observing the delivery of the program to assess its flow, engagement, and effectiveness.
  • Gathering real-time feedback from participants and trainers on the content and methodology.
  • Identifying areas for improvement in terms of clarity, relevance, and alignment with objectives.

The validation step ensures the program is ready for broader deployment.

Step 6:

Standardize and Improve

This iterative step focuses on refining the training program for consistency and quality. Activities include:

  • Creating standard templates and materials to ensure uniformity across sessions.
  • Incorporating feedback from trainers, participants, and stakeholders to improve the content and delivery.
  • Establishing protocols for adapting the training to different audiences or contexts.

This ensures that the program remains effective, scalable, and adaptable over time.

QPlus Training Design Process
QPlus Training Design Process

Available in-Class Training

  • ISO 9001 (Foundation / Lead Auditor / Lead Implementer)
  • ISO1485 (Foundation / Lead Auditor / Lead Implementer)
  • ISO14001 (Foundation / Lead Auditor / Lead Implementer)
  • ISO 22000 (Foundation / Lead Auditor / Lead Implementer)
  • ISO 22301 (Foundation / Lead Auditor / Lead Implementer)
  • ISO/IEC 27001 (Foundation / Lead Auditor / Lead Implementer)
  • ISO 31000 (Foundation / Risk Manager / Lead Risk Manager )
  • ISO 42001 (Foundation / Lead Auditor / Lead Implementer)
  • ISO 45001 (Foundation / Lead Auditor / Lead Implementer)
  • SIX SIGMA (Yellow Belt / Green Belt)

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