Category Archives: General

How to Select the Right Layout for Your Training Room

One common mistake people make when booking training room rental or seminar room rental is they don’t consider the seating layout of the venue. However, this should be one of the first things you should consider when selecting a training venue. In this article, we’ll touch upon some of the most common types of training room layouts and their pros and cons. So let’s dive right in.

1. Classroom layout

This layout is ideal for training a small group of people in a classroom setup. As the term suggests, the classroom layout will have the audience seated in rows of chairs facing the instructor. The focus will be on the trainer or instructor. This style is best suited to lecture-based learning. Mostly, each audience member will have a desk in front of them for placing their laptop or notebook. That means the classroom layout is perfect for events where attendees might need to do extensive note-taking. However, members seated in the back rows may have a problem following the speaker, unless the room is equipped with good sound system.

2. Boardroom layout

This type of layout is ideal for group discussion. The setting usually comes with a large table in the middle of the room and rows of chairs surrounding it. If you are planning to organize an intimate meeting or training session with a few people, consider the boardroom layout as it allows everyone an equal opportunity to see and talk to each other.

3. U-shaped layout

Also known as conference style layout, this setup entails a U-shaped, rectangular table, allowing the participants to interact with each other easily. At the opening of the U, you can place the projector or the trainer’s table. If your training session requires using audiovisual presentations, the U-shaped layout would be a great fit for you.

3 More Tips to Help New Employees Learn Your Company Culture

In order to help your employees embrace your company culture, you first need to think from their perspective. When someone joins a new company, they feel nervous, anxious and perturbed. Even simple things like finding the restroom may seem like a daunting task to them. At this stage, your new employees need your support and guidance.

One way to help them understand your company culture is through training. But before you rent training room or rent seminar room, make sure that you have taken the below steps to help your employees learn your organizational culture.

1. Ask them to shadow a senior employee

In the first few days of work, your employees want to learn by shadowing others. That’s the fastest way to get them acquainted with the surroundings and make them feel comfortable. At this stage, you can assign them a senior employee who they can shadow at least a few hours every day. That way, your new employees will be able to see and understand how the process works in your organization. Shadowing someone is by far one of the most effective ways to start learning anything.

2. Encourage them to ask questions

You can lecture your new hires about your company culture, but the true learning happens when they start interacting with you. So encourage them to ask questions and make sure that you respond to each of their queries. One good idea would be schedule a daily meeting with your new employees at a fixed time. That way they can ask questions at a stipulated time, rather than wondering when to ask.

3. Reward them

One way to encourage your employees to adopt your company culture is by offering incentives and rewards for taking part in activities that promote your organizational culture. Offering rewards to your employees help you in two ways. First of all, it allows your employees to know exactly how to implement the company values. Secondly, it encourages them to inspire others to do the same.

How to Help New Employees Learn Your Company Culture

You can attract new talents with an enticing salary package; but you cannot retain them for long, if they don’t fit into your company culture. But the onus of adopting your company culture isn’t only on your employees. You, as an employer, can take some steps to make the job easier for them.

For instance, you can book training room rental or classroom rental and organize training sessions to pass on your company culture to your new hires. There are many other ways to help your employees learn and adopt your company culture. Here are some tips.

1. Lead by example

It’s one thing to preach high values; it’s another to practice what you preach. No matter what you say, your employees are more interested in knowing what you do. For instance, if you ask them to participate in volunteering, but never take part in any kind of volunteering work yourself, you are giving a wrong message to your employees. As a brand evangelist, your job is to lead people by example.

2. Let them settle in

One common mistake companies make is they try to introduce new hires with the company culture right from the first day of work through lectures and training sessions. Instead, give your new employees some time to settle in and feel comfortable with the new environment before you start preaching.

3. Create training materials

Not all the training should happen face-to-face. Sometimes, all you need is to give them well-written training materials. They can read and learn by themselves. When your employees are new, they want to know more about your company culture from difference sources. One of the most effective tools for passing on your company culture could be written materials. But make sure the content is well written in a tone or voice that best suits your company culture.   

4 More Tips to Keep Your Audience Engaged

Audience engagement is no easy feat. Even good speakers sometimes fail to impress their audience. It’s not always your fault though. Maybe the training room is not well-equipped with all the necessary facilities. So first things first, make sure you book the right training room rental or classroom rental for your training session.

Once the basic facilities are squared away, now the next important thing is the subject of your speech. The next crucial thing is your speaking style. A lot of things go into making a training program successful. Here are some more tips to keep your audience engaged.

1. Make it a two-way communication

Even though you’ll do most of the talking, don’t make it sound like a one way communication. Wherever possible ask questions and invite feedback. Try to make it an interactive session, so your audience can participate in the learning process and remain engaged.

2. Pause after every 10 minutes

Studies show that humans cannot listen to a speech effectively for more than 10 minutes at once. So it would be a good idea to pause after every 10 minutes. At each break, you can give some activities to your attendees. That way, you’ll help them refresh their mind and allows them to reflect on what they learned so far.

3. Be specific and concise

There’s no point stretching your discussion for hours when you can present the information much faster. Granted, you need to include stories and narratives in your speech to make it sound more interesting, but don’t stretch it unnecessarily.

4. Don’t simply read your slides

Slides are important for your presentation but don’t depend too much on them. Just because you’ve collected ample information doesn’t mean you’ve to share them all. Instead, focus on eliminating unimportant slides and talk freely without always having to look back and forth between slides and audience.

Top 3 Tips for Training Your New Hires

You hired a few “good” talents, but now you’ve works to do. You need to train them, make them familiar with your organizational culture, work process, tools and technology.

Training your new employees could be overwhelming. You may feel like you’ve a lot to share, so much so that you are confused where to start. But don’t worry! If you are planning to rent training room but still not sure how to train your new hires, here are some useful tips.

1. Develop self-learning materials
Before you rent classroom or even start the recruiting process, focus on developing self-learning content for your would-be employees. Start by writing a thorough job description and then create FAQs and training materials. That way, you can help your new hires to figure out most of the steps on their own. This saves your time on training and allows your employees to learn conveniently at their own pace.

2. Assign an internal mentor
Self-learning content is a good strategy, but your new hires may still need in-person help. They need a go-to person for any query or help. You can hire an experienced trainer for the job, but far too effective would be choosing a trainer from within your company. For instance, senior team members can train juniors or new hires. It’s a dual-purpose strategy. On the one hand, it helps your employees to learn from insiders who know the system inside out. On the other hand, when you assign your senior employees as trainers, they feel valued.

3. Make the training enjoyable
Just because it is a training program doesn’t mean it should be boring. Make the program enjoyable for your new hires through gaming and fun activities. Take short breaks and allow your employees to socialize and interact with each other. The more enjoyable your training programs, the more engaging they are.

7 Considerations When Creating Your Training Program

In today’s dynamic business environment, you need to update your tools and strategies more frequently than ever before. This also means that you need to train your employees more frequently.

But just booking training room rental or classroom rental for your training program isn’t enough. Before you do that, you should develop an effective training program. To that end, here are a few important things to consider.

1. Identify your goals – The first thing is to identify what you are trying to achieve with your training program. This will give you direction to your options as you build your training program.

2. Know your target audience – The next step is to define your target audience. For instance, one program could target only senior managers, while another can target blue color workers.

3. Choose topics – Once you know your goals and your target audience, now you need to identify topics related to them. Good topics would align with your organization’s goal and address the needs of your target attendees.

4. Determine a system for giving feedback – You need to employ different feedback systems for different employees. For instance, one feedback system may have simple “multiple choice” question answers, while another may ask for more detailed feedback and comments.

5. Identify the availability of attendees – When deciding the length of the program, you’ll need to know how many days, hours your particles are available for the training session. Also, find out how many sessions you might require to achieve your training goals.

6. Decide the mode of training – Corporate training programs can be conducted online or in-person. Each mode of training has its own pros and cons. You need to decide the right mode for the right type of training.

7. Consider follow-up activities – For your training program to be effective, it should have follow-up activities for the participants. Whatever your employees have learned from the training program, they should be able to practice those immediately in real-world environments.

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3 More Tips for Training Your Non-tech Savvy Employees

True learning happens through trial and error. It’s not a fun process always. But good trainers know how to make the process more fun and engaging. Without the right trainer, training sessions can seem dull and intimidating.

If you are planning to rent training room or rent seminar room for providing technology training to your non-tech savvy employees, the first step is to make the learning fun for them. Here are some tips.

1. Check your tools

Before you start the training, check your technology and tools. Make sure everything is working fine. You don’t want to face any tech kinks during the course of the training. Remember, your non-tech employees are already in fear. If something goes wrong (for instance, page not loading or sound not coming from microphones), it could interrupt the flow of the training session and leave the learners in a panic mode. Your goal as a trainer is to make learning easy for your students. Unexpected tech hiccups can disrupt the entire flow.

2. Reward them

Incentives are a great tool for changing behaviors. Use this tool to encourage learning. For instance, after every training session, give them a small task. When someone completes the task, reward them. Another good idea would be to say encouraging words like “good job” or “well done” after every small success. A little appreciation can go a long way.

3. Build a support system

People learn faster when they work together as a team. To help your non-tech savvy employees learn quickly, you can build small teams and get them to solve a problem together. That way, it would be easier for them to support each other and learn in the process. Meanwhile, you can provide them with all the necessary resource materials, such as, books, PDFs, video tutorials, and audio books.

3 More Tips for Building Your Event Community

If your event doesn’t speak to people on an emotional level, it’ll fail to create buzz, let alone building a community.

So before you rent training room or rent classroom for your next event, take the time to create your true fans. Once you have a few hundred followers fired up for your next event, now you simply need to give them a platform to connect and interact.

That’s it. You now have an active community doing the marketing for you. And guess what! It’s free. In an earlier article, we’ve already shared some ideas, but here are some more tips for building your event community.

1. Involve your attendees

When people actively participate in something, they own it. Here’s an example. If your attendees work with you from the planning phase of your event, they’ll feel more connected to your cause. Your job is to find a way to involve them. For instance, you can crowd-source the event idea and structure. Encourage your attendees to take part in the event design. Allow them to come up with topic ideas and program structure. That way, you can involve your attendees and give them a sense of community.

2. Bring in influencers

Once build an audience, you should then organize pre-event meet-ups and invite your industry experts to those meetings. The location of these meetings plays a major role in their success. So make sure you choose a good location. If you rent training room for the purpose, make sure the room has enough space and sitting capacity for your community members.

3. Organize online sessions

If you think it’s not possible to organize your pre and post-event meet-ups in a physical location, you can go online. For instance, you can have your influencers go live on Facebook and connect them with your audience. Another good idea would be organizing webinars.

3 More Tips for Approaching Your Conference Speakers

The secret sauce to your event success is the speaker. When your speaker offers value to the audience, time flies. The result is often happy attendees, more signups, good feedback, and great business.

But approaching professional speakers takes time and effort. Many times you’ll be ignored. The good news is there are ways to hack approaching process and land a busy speaker with relatively less hustle. Before you rent training room or rent seminar room, be sure to read the below tips on how to approach a highly sought-after speaker.

1. Leverage your connection

Maybe you know someone who knows the speaker of your choice. One way to discover mutual connections like this is via social media. Dig into the social media profiles of your potential speaker. See if you can find a common name in their friend list. If you’re lucky, use that common friend as a mediator to get started.

2. Make a great first impression

As with any act of trust building, the first impression matters. If you get a chance to speak to your desired candidate, make sure you do the basics right. For instance, many people simply forget to thank them for their time. Some other first interaction disasters include not being brief and to the point, not calling them by their name. On the other hand, if you get an email response from your candidate, you need reply back to them as soon as possible.

3. Initiate candid communication

Another common mistake people make when approaching celebrity speakers is not being upfront about the requirements and payments. Typically, you need to set reasonable deadlines for your requirements. For instance, you may need a bio, a presentation outline and a photo of the speaker. Ask for these things well in advance. Also, negotiate on the fees and check for any additional expenses associated with hiring your favorite speaker.

Top 5 Employee Retention Strategies

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The biggest concern for many organizations today is how to retain their good employees. Direct replacement costs can be as high as 50% of the employee’s yearly salary. Employee retention helps cut training costs and avoid loss of organizational knowledge and talent.

The Michael Page Singapore Employee Intentions Report for 2015 holds financial rewards and efficient managers as the top reasons why employees stick to an organization. Training and workplace flexibility are other important parameters. Here are 5 effective tips on employee retention.

Get the right managers

It is often said that employees quit because of managers. Efficient managers can form healthy relationship with employees. They will need to understand every employee’s requirements and work with them accordingly. Employee grievances must be taken seriously. Put in place a system for performance management and appraisal, coordinated by an HR manager.
When you rent training room for employee training, be sure to conduct manager training as well. This should include both, technical aspects of their job and soft skills.

Give them the right metrics

Surveys and research have confirmed repeatedly that appreciation and feedback is highly important for employee retention. The argument stems from the fact that employees need to feel connected and responsible to the organization. Make sure that the feedback you give is specific and not a vague appreciation.

Employees actually want to see what positive results have come of their efforts. Managers have to be aware of their subordinates’ progress. Depending on how they are doing, due attention must be given to their learning process.

Provide a healthy work-life balance

Millennials consider a healthy work-life balance more important than anything for sticking to an organization. Employee fatigue and monotony are challenges to employee retention and hence the management has to be always on guard. Time clock software can help avoid overworked employees. Long offs are just as important.

Workplace flexibility is gaining momentum in Singapore. Organizations that allow employees flexible timings or a work-from-home arrangement, tend to retain more employees. Group activities are an interesting work to integrate life with work.

Offer different kinds of training

Employees seek expansion of their knowledge. You training sessions should not be just about increasing performance. Rent training room with the right facilities and make sure it is easily accessible. Employees, especially new hiring, should look forward to training sessions. Ask your seminar room rental company for restroom and refreshment facilities.

Offer mentorship programs and cross-departmental training. Bring in experts from outside the company to counsel employees about subjects related to aspects of their own lives. Continuous revision of the training curriculum is important.

Establish multiple compensation avenues

It could also include something not necessarily monetary, like an ‘Employee of the Month’ program. You could also be conservative and award pay raises based on performance. Money is not the reason behind employees leaving organizations.

A flexible employee benefits system can help deal with a changing workforce. Companies offer a number of modes for compensation, including stocks, childcare/eldercare, memberships of clubs, employee assistance programs, shopping discounts and so on.