Learning & Development


In today’s business world, where innovation is creating new markets and driving the development of rapidly-evolving technologies, talent development and retention is quickly becoming the primary challenge to any organisation’s success.

ARWIN understands the importance of nurturing the skills and abilities of the employees that make business possible. Our team development and coaching/training programs are designed to maximize workforce contributions to the success of your business by identifying the unique skills and talents every employee brings to his or her job.


The Process

ARWIN’s suite of talent development products and services address your business and all those who comprise it. Our Team Dynamics program work to assess the existing dynamics at play within your business teams and identify solutions that improve communication and increase productivity. ARWIN’s Development Services offer immersive programs that help leaders increase the wealth creation potential of their employees by strengthening talent assessment techniques and making feedback more construction and applicable. And finally, our coaching and training programs are adaptive to any business or field and focus on the skills that result in immediate performance improvement.


We offer a Talent Development process that includes a combination of:

Set Organizational Training Objectives

The training needs assessments (organizational, task & individual) will identify any gaps in your current training initiatives and employee skill sets. These gaps should be analyzed and prioritized and turned into the organization’s training objectives. The ultimate goal is to bridge the gap between current and desired performance through the development of a training program. At the employee level, the training should match the areas of improvement discovered through 360 degree evaluations.

Initial assessment

We assess employees’ training needs and write a professional development plan to address those needs.

Employees’ training needs should be align with organizational training objectives.


Each learning situation should help employees move from their present skill level to a desired skill level. Although learning activities vary, an employee should exit all experiences more skilled or knowledgeable in the subject matter.


Once employees receive training at the onset of a job, they need time to develop themselves in their positions. Our trainer monitors their progress to ensure that they can apply their training and other skills and abilities to perform the job well. A trainer might add additional training programs to their individual plan.


Feedback is another important step in the process. The employee’s Trainer needs to determine if the employee is succeeding and then offers feedback and coaching to the employee so he can improve.


At the end of every training, an employee’s training and development plan plays a part in the formal evaluation process. Our Trainer considers whether training and development opportunities have helped an employee succeed.

An effective training program is built by following a systematic, step-by step process.

Talent Development for Wealth Creation

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