SCC – Training & Development, Event Planning

EMAIL: training@SCC-ME.COM

Success Code Consulting (SCC) is an Training & Development, Event & Exhibition Planning company specializing in corporate customers and Government entities . 

SCC will offer two types of services, retreat Training & Development services , product launch, event management & planning as well as direct marketing and exhibition organization and management.  

The retreat training services will be a leader in management consulting, specializes in organizational development intervention (ODI) programs and customer service training. We provide a complete suite of leadership and management development and service-training products that accelerate the entire build, develop, establish, and manage human resource development lifecycle.

The public seminars are an excellent method of bringing together a diverse crowd of people that would not have otherwise heard of SCC before. The second prong is the dissemination of In-House training with large government & Private sector entities.

Focusing on leadership development training and soft skills programs as teaming skills training , communication skills, Innovation & Creativity……etc .  For both types of retreats, SCC can take care of the planning of the event, as well as actually hosting the training through the use of one of SCC's strategic business partners.

Vision
To be a leading organizational learning & Event Planner propagator in the MENA & AFRICA region.

Mission

• The mission of SCC is to provide companies with the highest level of Training & Development and event planning. We exist to attract and maintain customers.  When we adhere to this maxim, everything else will fall into place. Our services will exceed the expectations of our customers.

• Enhancing organizational performance through employee competency and productivity.

• Partnering strategically with clients in providing practical Business Solutions towards achieving client success.

Consulting Services:

Our major consulting services help clients to achieve their ROI at the business level. The activity begins with the program diagnostics and ends with the evaluation of the program outcomes.

People: 

• Registered training provider – ASTD (American Society for Training & Development)

• Diversified, experienced consultants

• Experienced from multi-industries and multi-disciplines

Continuous R&D: 

• Content Development

• Detailed (TNA, TNI)

• Up-to date approach and content

• Relevant to the business context

What's a good training program?

Undoubtedly, every individual has their own idea of what makes a 'good training program'. The truth is there isn't a unique model of what constitutes the ideal training program. However, some things remain standard in all good training programs –no matter the industry, the employee size, the purpose of the program, the geography and demography:

Relevancy and Need - The experience and information you offer your employees must be relevant, timely and applicable to their daily job activities. It should help them expand their knowledge, skills and should be easy to digest so they learn quickly and can implement what they learn. It is also imperative to correctly identify who needs to be trained, what topics and skills they should to be trained on. For example, if you have unsatisfied customers, you may need a customer service training for your sales team. However, if your company is going through a merger process you might need to train managers on Change Management.

Alignment - Anything you train your employees on must be aligned with your organizational goals. Don’t ask your employees what training they want or need instead, focus on what are the business outcomes and then identify the capabilities needed to achieve those outcomes. Then you can decide collectively what specific skill sets are needed by your employee base and the the types of learning experiences you need to create.

Goal oriented -  When structuring training programs, ensure they are goal oriented and the Key Performance Indicators chosen paint a wholistic picture - time, cost, effectiveness, quality and quantity of the program.

Manager Input - Manager involvement is important to increase employee engagement in learning. A survey conducted by LinkedIn, noted that 56% of employees would spend more time on their training if their manager directed, or recommended, them to a specific program that directly they believe will improve their skills.

oCreativity -  Workplace learning is evolving to a place where adding fun, bite-sized and relevant activities to training is becoming increasingly popular to increase employee engagement. Moving away from traditional trainer style learning, or online learning experience similar to flicking through a powerpoint presentation, will allow you to explore more creative possibilities.

Post training - Organizations spend thousands of dollars each year on employee training with little knowledge of whether it's "working". Incorporating post training follow ups, such as short lessons or activities to review new concepts learnt or face to face feedback sessions, can help ensure concepts are understood and actively practiced.

The Future of Organization Training

By 2025, millennials will constitute more than 75% of the workforce. This is a digital audience that has only ever known a world with technology in it - they want ease of use, innovation, creativity and flexibility. It will be more important than ever to focus on training programs that are a reflection of all these characteristics.

There is a strong move towards flexibility in the workplace, not only in terms of location but also the structure of job assignments. The employees are getting more vocal in their demand for training of fundamental skills sets that are transportable across departments and industries. There will be an added requirement of ‘21st century’ skill sets and social emotional learning component with the next generation employees because these are people that have grown in the digital age and interaction from social perspective is very nuanced to a virtual environment. Researchers have observed that these people haven’t acquired these skills.

The bottom line will be the necessity to create a training program that looks more like the future than the past.