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Tag: Training and Development

Why Training and Development is Essential for Organisational Success?

Posted on by Imarticus Learning

Have you ever considered how organisations ensure their people are ready for what the future holds?

The answer often lies in a well-rounded training and development strategy. Training and development are not merely optional extras but are essential to any successful organisation’s DNA, promoting growth, adaptability, and resilience. 

When we think of the key benefits – from skills enhancement to improved workplace productivity – the impact is clear. But let’s dive deeper to understand why training and development should sit at the core of any thriving workplace.

The True Power of Employee Development

Employee development does more than simply equip staff with skills. It encourages innovation at all times. Just think of a company that is investing in its employees; that makes an organisation an environment in which people are inducive and willing to work. 

It is not only a concept of correcting our performance in the workplace – it is the development of an organisational culture for every employee, from the junior employee to the executive.

Here are some compelling insights into why prioritising employee development leads to organisational success:

Benefit Outcome
Increased Productivity Employees become more efficient in their roles.
Higher Retention Rates Development boosts morale and loyalty, reducing turnover.
Enhanced Skills Keeps skills up-to-date, meeting modern workplace demands.
Adaptability to Change Training helps teams stay agile and adaptable.

By fostering skills enhancement in their people, organisations don’t just enhance individual performance; they establish a competitive advantage.

Why Invest in Workplace Training?

Training and development improve the effectiveness of organisations and the individuals and teams that make up their workforce. 

This process consists of three main components: training, education, and development. 

The specific technique and type of development provided can differ depending on individuals’ roles within the organisation, catering to their specific abilities and responsibilities.

Imagine a manager noticing that his team’s productivity has plateaued. Rather than pushing them harder, he provides tailored training that energises his employees and addresses their specific needs. 

That’s the power of intentional workplace training. It goes beyond teaching hard skills – it prepares employees for the complexities of their roles, improving confidence and satisfaction.

Why are training and development important for organisations?

Here are a few more reasons to make training a priority:

  • Keeps Organisations Competitive: In a world where technology and business practices are inconsistent and changing daily, workplace training helps employees prepare and get ready.
  • Promotes Career Growth: Training and developing employees makes them feel important, and they tend to be loyal to organisations that offer their employees an opportunity to grow.
  • Improves Decision-Making: Well-trained employees contribute to the business more strategically, and courses like an HR analytics course provide the insights needed to make data-driven decisions.

The Structured Path to Skill Enhancement: The Training and Development Cycle

The training and development process enhances organisational performance and employee skills. 

The design phase crafts a strategy, selecting content and setting measurable outcomes. The implementation stage brings the plan to life through workshops, seminars, or e-learning, encouraging hands-on practice. 

Finally, evaluation measures effectiveness and gathers feedback, informing continuous improvement to refine and update the process, ensuring ongoing growth and adaptation. This cycle empowers organisations to stay competitive and employees to continually enhance their skills. 

Needs Assessment

  • Identify organisational goals
  • Analyse skill gaps
  • Determine training objectives

Design

  • Develop training strategy
  • Choose content and format
  • Set performance metrics

Implementation

  • Deliver training sessions
  • Use workshops, seminars, e-learning, etc.
  • Encourage hands-on practice

Evaluation

  • Measure outcomes against objectives
  • Collect feedback from participants
  • Analyse ROI and effectiveness

Continuous Improvement

  • Adjust content based on feedback
  • Update methods and materials
  • Repeat cycle for ongoing development

HR Analytics: A Modern Approach to Employee Development

The role of HR in employee training and development adds depth and precision. For example, an HR analytics course equips leaders to measure the actual impact of training, identifying areas that offer the best return on investment. 

Imagine pinpointing precisely which training initiatives lead to reduced turnover or increased productivity – that’s a game-changer for any HR team.

An effective analytics approach allows organisations to answer questions like:

  • Which skills contribute most to achieving our strategic goals?
  • How do specific development programmes influence employee retention?

With HR analytics, training no longer remains a guessing game but evolves into a powerful, measurable strategy that boosts employee development.

Training programmes for employee retention aren’t just strategies; they’re commitments to fostering a workforce that thrives.

Build a Learning-Focused Future: Lead the Future of HR with Imarticus Learning and CEC, IIT Roorkee

With the rapid evolution of industries, it’s essential to look ahead. By investing in organisational development and training programmes, your company can remain agile, innovative, and resilient, positioning itself as a leader in an ever-changing market.

Imarticus Learning, in collaboration with IIT Roorkee, presents the Professional Certificate in Human Resource Management and Analytics CEC, IIT Roorkee, designed to equip participants with the knowledge and skills required to excel in managing human resources in today’s dynamic business environment. 

The course covers a broad spectrum of essential topics, including job analysis and design, recruitment strategies, employee selection and retention, performance management, training and development, compensation and benefits, skill and competency enhancement, diversity management, organisational culture building, and employee engagement.

The Professional Certificate in Human Resource Management and Analytics CEC, IIT Roorkee, offers an immersive learning experience with a focus on practical, hands-on training. Participants gain access to 3+ trending tools, 8+ case studies, and real-world projects that deliver invaluable practical insights and foster the skills needed to thrive in the field.

Empower Your HR Career—Enrol Now with Imarticus Learning!

Customized corporate training solutions explained in a nutshell

Posted on by Imarticus Learning

Customized corporate training solutions explained in a nutshell

An organization’s most important asset is its workforce. Upskilling and developing the workforce impacts a company’s bottom line. Businesses need to be relevant, competent, and sustainable in today’s ever-changing market.

Any organization that wants its employees to stand out from the competition benefits from customized corporate leadership training. Corporate training solutions, specifically designed for your company’s needs, may help your staff learn effectively, increase output and enhance your bottom line.

Continue reading to learn more about the benefits of using a corporate training solution specifically tailored to your company’s needs.

What is Customised Corporate Training?

The phrase “customized corporate training” refers to a series of customized learning activities, generally kept in a learning management system (LMS), designed to comprehensively educate workers on the company and job-specific subject.

Corporate leadership, onboarding, product, sales, training, systems training, and corporate management courses are all examples of customized training programs.

corporate trainingEmployees benefit from customized corporate learning programs that provide them with the knowledge to improve their professional abilities and climb the corporate ladder.

You want to move away from generic training that doesn’t engage workers and towards personalized training that does.

It would help if you considered a customized corporate training solution to increase the benefits mentioned previously.

Why Should Companies Invest in Customised Training Solutions?

Corporate learning courses are necessary to freshen the company’s objectives and upgrade and upskill employees. The training material is customized to meet the requirements of your employees. It is in line with your company’s overall goal.

As the name implies, a customized learning system can be tailored to meet the needs of its end-users. A wealth of alternatives are available to businesses to design tailored learning programs for each professional role/function. For example, a customized financial reporting course for accountants or a study on system vulnerability assessment for IT administrators.

Unlike generic training solutions, custom learning solutions provide several advantages over the former.

Adaptable to Each Role

The most apparent advantage of customizing learning is that it can be tailored to specific duties and roles. A one-size-fits-all strategy won’t work for training professionals from varied backgrounds. Employers may train internal experts for each function, eliminating external hiring specialists.

A learning solution tailored to each role helps employees better understand their responsibilities. Depending on prior qualifications and expertise, the course may also be customized for accelerated learning.

Enhanced Engagement

Customization is the first step in developing engaging training materials. Custom training keeps employees engaged. Incorporating games into training is proven to keep members interested and motivated while increasing training effectiveness.

Improved Productivity

Employees who are engaged and motivated outperform those who are bored and drained. Increasing productivity increases profitability. If you want your employees to fetch more and deliver more significant outcomes, provide them with relevant training to see an impact on your business bottom line.

Better Retention

Losing an employee and hiring anew to replace the loss is costly.

Employee and knowledge retention may be improved via customized corporate training. Customized training programs can facilitate personal and professional growth.

Customized Corporate Training Solutions in a Nutshell

Every company has a lengthy list of challenges to overcome to be successful. Problems may quickly escalate if they arise from a critical component, such as employees. Fortunately, tailored training solutions may assist solve most of the issues associated with the workforce.

No firm can ignore the positive effects of growth, including lower turnover, more employee satisfaction, and improved productivity.

How to Measure The Effectiveness of Corporate Training?

Posted on by Imarticus Learning

What is expected at the end of any corporate training? Improved skills and productivity, greater retention rates and an improved brand should be the end result of any corporate training. It is vital to measure whether the training has a positive or negative impact on the learning and development of the participants.  The training involves a significant investment in terms of time and money.

To evaluate the effectiveness of corporate training the technique that is to be used is known as Training Effectiveness measurement. To evaluate the effectiveness of the training, it is essential to evaluate Why Who and What is trained.

Earlier the learning was measured based on multiple-choice questions. Such measurement of learning was focused on short-term retention of knowledge. Also, there was no long term ability to apply this knowledge. Hence, the goal of the training should not only be to look after the return of investment but also to improve the skills of the participants.

The effectiveness of the training can be measured by evaluating the effectiveness of the training in helping learners to gain relevant knowledge and skills. In addition to this, by measuring how well could participants apply the learned information at work and last but not the least by listing down the other benefits of the training.

During the 1950s, the University of Wisconsin Professor Donald Kirkpatrick developed the Kirkpatrick Evaluation Model for evaluating training. This model includes a simple, 4 level approach that helps to measure the effectiveness of corporate training. The four levels are:

  1. Reaction
  2. Learning
  3. Behaviour, and
  4. Results

Level 1: Reaction

This level measures how participants react to the training, the relevance, the importance, usefulness as well as of the convenience of the preparation of the training. How to measure the participants’ reactions? It is possible to do measure their reaction by using surveys, questionnaires or talking to them before and after the training. The trainer can incorporate this to collect their feedback on the learning experience.

By asking questions on the relevance of course content, learning as well as key takeaways, strengths, and weaknesses of the training, accommodation of the participants’ pace and learning style by the trainer. Measuring the effectiveness of the training at this level can help the trainers to look for any gaps present in the content.

Level 2: Learning

At this level, measuring the knowledge and skills gained by participants as a result of the training help to test the effectiveness of the training. At this stage of evaluation, you can determine whether the training has met its set objectives. What are the specific skills that can be developed and the scope for improvements in terms of content and method of delivery can also be identified. These can be done by giving the participants assessment of connected learning ventures.

Level 3: Behaviour

It is essential to understand how the training has impacted the participants’ performance and their attitude at work. This can be evaluated by measuring the impact of training on their performance and delivery at work. It is possible to evaluate these by using the self-assessment questionnaire, informal feedback from peers and managers, on-the-job observation, customer surveys, etc. When you assess participants, you must include questions on how are they implementing their learning at work and also whether they are confident enough to share their new skills and knowledge with their peers.

Level 4: Results

At this level, it is possible to measure the tangible results of the training that include reduced cost, improved quality, faster project completion, increased productivity, employee retention, better marketing leads, increased sales, and higher morale. How can you say the training is effective? If the outcomes include increased employee retention, increased production, higher morale of the employees or improved business results, then the training is said to be effective.

So, what is the conclusion? Corporate training plays an important role in improving the learning and development of employees. This also influences the overall performance of the organization. To improve the learning and development of the employees, it is essential to understand the roadblock in the training which is offered to the employees.

Apart from these, you can also consider skill assessment as one of the most essential ways of measuring the effectiveness of the training. Evaluate how an employee carries out a certain task before the training and then reevaluating the same employee after training and then giving him/her the same task. This helps to establish what the employees have truly gained from the training. You can also measure whether the employees have developed any new skills or improved their skills.

Future of Leadership Development – Virtual Reality and Corporate Training!

Posted on by Imarticus Learning

Most of the companies sense an urgent need for leadership development. It is because all the companies want to survive in today’s volatile, uncertain, complex, and ambiguous environment. This has made them realize that they need leadership skills and organizational capabilities. These skills and capabilities must be different from those that helped them succeed in the past.

When we say “leadership development”, it is all about living at the intersection of preparation as well as opportunity. It is of utmost importance to ensure that all the leaders are well-prepared, able to find or create the right opportunities that will further reinforce their development as well as readiness for even bigger or more challenging roles.

The question which arises from this is,

How to improve the future of Leadership and Development?

The current state of the leadership development industry is upheaval. Such a state of leadership and development industry needs to be improved to adequately build critical skills and organizational capabilities. There is a soaring requirement of courses that impart the hard and soft skills required of corporate managers. The most critical areas of opportunity and growth in leadership effectiveness can be unlocked by incorporating corporate as well as leadership training.

The technological advancement has enhanced the scope of corporate training. Do you know what brings unlimited opportunities for corporate training? Yes, you guessed it right! The answer is Virtual Reality (VR). Today, new-age learners are confronted with virtual reality even before they can implement their knowledge and skills at the workplace. There is a need to embrace the actual use of the web while providing custom eLearning solutions and leveraging advantages of this dynamic virtual environment.

It makes convenient to work from basic manual laboring techniques to high-level executive leadership development. Virtual reality provides an invaluable context to any situation and the opportunity for the employees. It simulates both, new and existing environments which include a new production line, a large busy office that is difficult to replicate without significant cost. Nowadays, several companies have started exploring VR as a supplementary tool for corporate training.

The corporate world needs higher success rates with lower costs which can be possible by implementing virtual reality into corporate world training. The argument for virtual reality in corporate training is whether it helps to increase the employees’ engagement and retention levels. Engaged employees is considered as the result of successful corporate training.

Virtual reality wins the argument as it is possible to do so by training employees in a safer and more cost-efficient way. It brings in practical experience for the employees. Virtual reality offers everything you miss in ordinary audio/video material. In addition to this, it has lower costs than face-to-face training.

Can you guess the benefits of using virtual reality in corporate training?

So, how to use virtual reality in corporate training?

Not only the potential for virtual reality in both corporate and leadership training is enormous, but the problems it can solve are everywhere. Skills such as public speaking, sales, negotiation, and networking are a few essential enterprise skills to keep the business running. Even managers demand these skills in new candidates and employees. One of the vital elements of the virtual reality is that it allows employees to practice what they have learned in the courses in realistic simulations.

Today employees need more integrated learning in the flow of work. Virtual reality makes it possible to give them a state-of-the-art learning experience. It can be used for training employees on complex equipment, tasks or procedures. This is possible using virtual reality to provide a realistic environment. This environment incorporates both, scenarios and multiple paths for trainees to experience as well as learn from varying outcomes. As per the statistics, 95% of the leaders perceive the effectiveness of virtual reality.

The power of virtual reality makes it possible for the leaders to get the benefits of on-the-job learning. Conducting leadership training in a safe virtual environment leads to an opportunity of learning, trying, failing and growing without any risk factors.

Virtual reality creates a space for leaders where they can practice common leadership skills. It is possible to provide performance evaluations to them. This virtual world makes the learner experiment with different approaches to leadership. This, in turn, makes them lead more effectively in real life. Such leadership training is used to reinforce leadership skills, including soft skills.

The leaders can engage in situations that require proficiency in skills such as self-awareness, empathy, communication, cultural awareness and more. Apart from these, it is also possible to measure leaders’ soft skills and provide objective feedback on the same. One can use speech technology, eye-tracking technology to offer tangible feedback.

Having virtual reality in use, there is no need for training professionals to feel daunted. It is because virtual reality can overcome the potential challenges if the L&D leaders actively plan for potential issues that may arise in leadership or corporate training.

Training New Hires!

Posted on by Imarticus Learning

Training New Hires!

Among the top factors considered while ranking a job or an organization, training and career development are the top two. Studies on employees across the globe have shown that at least 40 percent of newly hired employees stayed longer at a company due to the training courses and onboarding processes. Even the most successful businesses may not have the best employees if they do not train their new employees formally.

While some organizations believe that employees should be able to learn on-the-job, that is not entirely true because even though the employees do get to learn a lot after starting to work, the organization should also know how to train their newly joined employees effectively, helping in better retention rates. This is crucial because the lower retention rates mean higher costs of replacing employees.

More than 90% of employees stay back for at least a year if the organizations are able to provide an effective onboarding process. More than 60% can stick around for at least three years if the companies have well-structured training and onboarding programs.

What kind of training is recommended for new hires?

For happy and productive employees, the training managers should provide all the opportunities possible for the training and growth of the new hires. While many employers believe that training new employees is boring or unnecessary, but with the right training, suiting the employees’ needs, they can create a dynamic team of individuals who are best suited for their team and organization.

Some of the best ways to train employees include:

  • Instructor-led training
  • eLearning
  • Coaching
  • Lectures
  • Simulation
  • Hands-on training
  • Role-plays, case studies, and management-specific activities

Instructor-led training

Instructor-led training is a traditional method used for training employees or learners in a classroom, where a presenter presents the learning material. This method is useful for complex topics that require direct contact with the trainer to receive answers to the questions immediately, in detail and as per need. It is flexible. However, this training method is expensive and time-consuming.

eLearning

eLearning utilizes various audio-visual tools such as online videos, courses, and tests for employees. These are more portable than any other form of training because they can be taken over a smartphone or a laptop. The most interesting factor about eLearning is that a large or unlimited number of employees can be trained using eLearning even remotely. eLearning is also a highly-engaging method of training. However, a major drawback of eLearning is without a proper instructional design strategy, it could fail to convey the meaning of the content being delivered to the employees.

Coaching

Coaching focuses on the relationship between an employee and a peer who is more experienced or highly-skilled. It involves one-on-one mentoring which encourages asking questions that may not be easy to resolve in classroom training or instructor-led training. Coaching can be provided in person or online. However, coaching can be expensive because of the hours that go into it.

Lectures

Lectures are used when employers need to deliver large chunks of information to a large gathering of employees. It is a great resource for communicating messages quickly, but it cannot guarantee clarity. This type of training is outdated because it is ineffective in many cases where employees require two-way communication.

Simulation

The best part of simulation training is it is highly compatible and useful for the internet generation. It employs the usage of computer, augmented or virtual reality devices. Even though the development costs for simulations are high, they are an effective and necessary option for training employees who work in a risky or high-stake environment such as pilots, doctors or army, etc. They provide real-life based learning experience so the employees can implement knowledge immediately in a risk-free environment for practice and use the same on-the-job.

Hands-on Training

This training focuses on the individual needs of the employees. It is also known as on-the-job training and is extremely common in many workplaces. Hands-on training provides an opportunity to develop and experiment skills while working. It requires suitable resources to work best.

Role-plays, case studies, and management-specific activities

Roleplay involves activities for employees, where they consider different perspectives and learn quick decision-making skills. It is highly effective in some environments but may not be effective because it requires more time from employees.

Case studies provide a quick and easy way for employees to gain knowledge on common issues in the workplace. The employees can read at their own pace and also during team-building. Case studies are used for topics that need more focus but cannot be used for complex topics.

Management-specific activities rely on the needs of management. They focus on the best practices for managers. These are only an option when all the training needs of employees have been met before pushing them to learn about manager-related issues.

What are the best practices to improve employee training?

To allow the newly hired employees to adjust to the new environment while making the best of their time in the beginning, organizations must focus on improving training for employees without compromising on quality as well as not losing too much time or resources on the same.

Here are a few ways that work best:

Ensure that the training is targeted correctly

No two teams require the same training. The training should focus on the type of job that the employees are supposed to be doing and whether the content in the training is useful for them.

Training should be fun

Make the training process enjoyable, if possible more interactive. The lighter environment helps new employees to open up and communicate with other employees easily and learn more.

The training should be in effect immediately

The employees should be trained so effectively that they should be confident enough to start using the skills learned during the training immediately.

Train only when needed

Even though may be necessary for employees for a head start, it may not be needed at that particular moment. For instance, if an employee can be trained on a skill which is useful in the future, say after 6 months, it may not be needed in the very beginning.

Most successful organizations focus on the training and development of their employees. For the strategic implementation of the company’s policies and procedures, it needs to make sure that all its employees know and understand what to do when to do it, how to do it and why to do it.

Rapid E-Learning Development The What, The Why, and its Benefits!

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To create eLearning designs, the instructional designers used to design them from scratch but with the latest developments, using templates, they can build rapidly and effectively. Rapid development is necessary when the learning and development charges require thorough analysis while there is also a constant need to make the best choices to meet the dynamic learning needs faster.

What is Rapid eLearning Development?

Rapid eLearning Development is an online learning development methodology which is one of the truly beneficial ways to save time and reduce costs on training people successfully. It also helps lower the web-based course development charges. Rapid eLearning Development is suitable for many companies that train their employees. However, it is not useful in designing complex training materials that may need highly interactive elements. Rapid eLearning Development is suitable for compliance and sales businesses.

Rapid eLearning courses can be developed within two or three weeks and require a Subject Matter Expert (SME) to start sourcing the content to be designed. There are several rapid authoring tools that help organize the content on design software. Some of the prominent ones are Articulate Storyline, Adobe Captivate, Articulate Studio’13, Lectora, Mohive, and Adapt, etc. These tools do not require technical expertise for developing the content or course. Using the “Easy Publish” option, the desired standards can be created like SCORM 1.2, SCORM 2004 or standalone. Most courses can be created using standard templates from authoring libraries which may need basic interaction and assessments.

Why use Rapid eLearning Development?

The five most crucial steps involved in developing high-quality online courses rapidly are:

  1. Set goals which are clear and realistic
  2. Make sure that the learning content is ready
  3. Choose the right rapid authoring tool
  4. Utilize the full potential of the templates
  5. Employ Agile process for developing eLearning courses

In the past, the average time required to design an hour of training required about 70 hours but with the latest advancement, this time has gone down by 40%. It is highly essential that the developers should be able to save time on developing simpler courses.

In traditional eLearning projects, the SMEs share their raw content with the designing team which develops storyboards, which pass to the visual and graphic designers and programmers who usually do not have the knowledge or experience of the subject. Rapid eLearning development increases the engagement from Subject Matter Experts in a continuous manner, ensuring a process of working closely with the Instructional Designers resulting in inaccurate content delivery.

Rapid eLearning development can be used in scenarios where the content changes quickly, or when it has short life such as the policy updates, or when the content needs to be designed for immediate or urgent use such as new hire training. The scenarios where rapid development fits perfectly are:

  • Projects where SME-based content is crucial
  • Projects that have a closer deadline and need to go live quickly
  • Projects with tight budgets

However, rapid development may not always be the best option. Complex topics that need to be taught in detail require more time and involvement from the SMEs, meaning the team needs to spend more time designing the final course using more engaging methods, ensuring full participation.

A fully coordinated development is essential between the SMEs and the designers to make sure the training is created and delivered without losing engagement from either party involved in the process from the beginning to the end of the training development.

Benefits of Rapid eLearning Development

The primary benefit of rapid eLearning development is faster turn-around time. It can be handled by SMEs, reducing the need for other resources like Instructional Designers, Graphic Designers or Visual Designers, etc.

The main benefits of rapid eLearning development can be summarized as:

  • Reduced development costs
  • Faster turn-around time
  • Creating on-the-spot training
  • Companies can derive the best inputs from the SMEs to their full potential
  • Better management of updates and developments to the courses

Best practices to Increase the Success of Rapid eLearning Development Courses

To create, develop and deliver and content on a regular basis without failing to meet the needs of the learners as well as ensuring the delivery of the exact content requires thorough practice and experience. To make sure of this, the following best practices can be helpful:

Keep in mind the deadlines: Identify the time-frame between the arrival of raw content to the content going life. Evaluate the suitability of the project and content to the rapid eLearning development.

Choose the right tools: SMEs need to be familiar with the tools being used. Lack of knowledge of the tool may be risky and impacts the go-live date.

Finalize raw content before beginning the design: For rapid eLearning to really be rapid, ensure that the raw material is full and final without needing further changes. Once developed, the content should not have to be revised again, saving a lot of time in return.

Choose correct templates: Learners need to spend time exploring through screens. Thus, the need for a suitable template never ends. Always choose the right template which provides the desired visual impact.

Introduce the right and relevant interactions: Scenarios and pauses at the right places throughout the courses can help understand the real-world dynamics.

Keep assessments simple yet effective: With adequate and effective assessments at the end of the course and knowledge checks in between the course work great.

Career Development Programs by Imarticus Learning!

Posted on by Imarticus Learning

Business Management as a career option is very challenging, exciting, and promising. It offers an accelerated career path for those who want to enter the finance industry. The study options to pursue a course in this field is available at the graduation level and at the post-graduation level as well. Aspirants can also pursue a course at diploma and certification level too.

This is a very vast and challenging field with numerous career options. This field offers services such as advisory services, trading securities, selling, and underwriting securities for companies, individuals, and governments. Aspirants can take admission to any college offering this course, but while taking this important decision one should take an informative step.

There are many colleges that offer this course, but while choosing a college or institute you should always keep in mind that colleges must be offering the latest and industry-centric curriculum with the right mix of theoretical and practical training.

Investment Banking Courses:

The course in this field offers you deep and vast knowledge about investment banking. Aspirants can pursue a short term course and a three-year degree course as well. These courses emphasize more on core skills and competencies. After completion of the course, students can enter into the world of global Investment Banking and Capital Market.

Students of these courses will study below topics while pursuing this course:

->Investment Banking
->Securities products Training
->Latest trends in investment banking
->Operational risk and operational stimulation
->Trade confirmation, settlements & transactional reporting, etc.

List of courses offered:

->Diploma in Investment Banking and Equity Research
->MBA in Investment Banking
->PG Programme in Security Analysis, Portfolio Management & Investment Banking
->UG Programme in Security Analysis, Portfolio Management & Investment Banking
->BA in Finance & Investment Banking
->PG Diploma in Banking & Finance
->Post Graduate Diploma in Investment & Business Research
->Post Graduate Diploma in Global Investment
-> Business Management Course (Get a job offer before even joining the course)

Career Options in Investment Banking

->Security Analysts
->Foreign Exchange trader
->Bank Manager
->Financial Analysts
->Financial Advisor
->Research Analysts
->Equity Researcher
->Investmnt Banking Analysts
->Sales Manager