Training & Development. Brought to you by Sewells Group

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1 Training & Development Brought to you by Sewells Group

2 overview There is much debate about the cost of training and developing people instead of considering the cost of NOT training and developing people. Nothing in your business escapes the impact of well-trained staff, from your customers to your creditors. All motor dealers face the challenge of retaining and developing effective management and staff to allow them and the business to grow. Sewells Group provides needs based training, with proven competency based outcomes, through which individuals can grow and deliver in a way which suits the dealership and the individual. Sewells Group training philosophy is one where learners leave their training experience not only motivated, but with the skills and practical experience to be able to apply their new knowledge in the workplace. With a team of industry specialists available to Sewells Group, we are a proactive outsource partner in the overall management of network training and development services with the focus being on retail performance enhancement. The team of industry and subject matter experts are able to work across multiple business units and throughout the dealer network. Demonstrated Competence Sewells Group Dealer Performance Management Model depicted below, integrates the three dimensions of competency that contribute to sustainable dealer health. The three dimensions are A Proven Management Model, Process Efficacy and Demonstrated Competence. Training and Development is the dimension which has been given the label of Demonstrated Competence because it outlines what the desired outcome of training and development should be. Demonstrated competence implies that the learners have demonstrated their ability to successfully complete tasks after any learning intervention. The success of a dealership relies on the development of staff to a point where they can demonstrate competence, and the retention of staff by creating an environment conducive to self-motivation. performance & development groups dealer business consulting Sewells Group provides learning interventions supported by an interactive learning management system which enables learners to develop and demonstrate the required competencies and gives recognition for their achievements. The following components are essential for success: Training Needs Analysis Curriculum Development Learning Administration & Management System Training & Development Product & Other Strategic Interventions Reward and Recognition mra analytical model esos reporting system dealer accounting consulting proven management Sustainable Dealer health is achieved through the following: demonstrated competence process efficacy training needs analysis process design curriculum development process implementation learning administration & management system training & development product & other strategic interventions coaching support imanage process management systems compliance audits reward & recognition dl & adm programmes V2/2012

3 training needs analysis The key to meaningful training and development interventions is the effective identification of training and development needs. This means establishing What individuals need to be able to do, the knowledge, skills and attitudes which are essential to performance. The key to meaningful training and development interventions is the effective identification of training and development needs. This means establishing What individuals need to be able to do, the knowledge, skills and attitudes which are essential to performance. Sewells Group recognises the importance of this step in the developmental process and has a structured training needs analysis process which is customisable to a client s situation and needs. The following areas are addressed: Problem/opportunity analysis Current Performance Analysis Task/Competency Analysis Learner Analysis The outcome of this process for an individual would be a Development Plan. Curriculum development Developing integrated learning pathways enables learners to understand the road to competence and to plan their development requirements appropriately. Sewells Group experience in designing career pathways and the associated curriculums plus our own uniquely designed pathways for motor retail can save clients many hours of redevelopment. Material development Sewells Group has significant experience and expertise in the area of program and material development. Whether it is a participant guide for a one-off training intervention or a major resource pack for a global development initiative, we are able to provide the solution. Our services and capabilities in this regard include the following: Ground-up development of new training programs Customised development and revision of existing training programs Development of participant and comprehensive facilitator guides Development of supporting visual aids including PowerPoint and presentation-based PDF s Provision of supporting work-tools and activities to support development outcomes Development of online training solutions Access to subject-matter expertise in the retail automotive industry Development of creative look and feel components We pride ourselves on being able to deliver professional, personalised and flexible development solutions which are outcomes-focused and that add genuine value to the client organisation.

4 Training & development Our training philosophy is one where learners leave the training not only motivated, but with the skills and the practical experience to be able to apply their new knowledge in the workplace. All Sewells Group consultants involved in training facilitation are well-experienced in the industry with successful track records as trainers and facilitators. Sewells Group s Training and Development Philosophy and Methodology Training and Development Philosophy - People learn by doing. - Given enough time and support people can realise their potential. - Learning/training must be aligned to the realities of the business. - Learning and development is a process. - Learners must be given an opportunity to demonstrate competencies. - Training must focus on improving business realities. - Learning must be based on identified needs. - People experienced in the field best deliver training. - Training material must support the learning process. Training and Development Methodology - Facilitated action learning learning by doing. - Planning and creating learning activities that confront or stimulate the work environment realties. - Facilitator s guides that drive the learning process. - Designing assessment processes and tools that accurately address the criteria for assessment. - Understanding the business need and where appropriate consulting on best practice in terms of training strategies and interventions. - Structuring workplace assignments that provide an opportunity for learners to integrate learning into work practices in a mentored environment. - Practical career path based curricula and accredited skills courses. - Evaluation of training is based on outcomes. Sewells Group provides comprehensive curriculum-based training interventions in: Sales skills for new vehicle, used vehicle, parts interpreters and service advisors Product knowledge, launch and sustainment interventions Management development for sales, service and parts managers, General Managers and Dealer Principals Leadership and development skills Financial awareness and appreciation Marketing and customer relationship management Human resource management Business strategy and planning Finance and Insurance Strategic tailored training to solve organisational challenges Assessment of Learning Assessment in considered to be a critical element of the Sewells Group product offering. In this regard Sewells Group, in the design, delivery and assessment of all its learning programs, promotes the practice and applies the concept of competency based assessment. Competency based assessment focuses on what individuals can do in the workplace, rather than just their theoretical understanding of the topic. Sewells Group will work with its clients, should the need for a competency based assessment framework be established, to achieve the desired results. As competency based assessment focuses on what individuals can do in the workplace, all training is based upon the outcomes that are required, by the individual, the organisation and the industry, to effectively carry out operations and produce tangible and measurable results. A set of standards are required, against which individuals are assessed.

5 learning administration and management The management of the learning process is administratively intensive, Keeping track of numbers of learners all at different stages in their development plans is a complex process. Sewells Group recognises the importance of accurate and meaningful training and development data and can support clients with our administrative support teams and our online learning management system. The Sewells Group LMS contains the following elements: An online training management system to co-ordinate all training and maintain learner records. An online learning portal where learners and their managers can track their progress, access courses, materials and information. An online testing facility to conduct training needs analysis and for testing competence. (A detailed brochure is available) Product and other strategic interventions Training and development must support the OEM s and dealers operational plans by preparing individuals for the introduction of new products and systems. Sewells Group has developed an approach to new product launches which equips the sales teams to effectively represent the new product from the start. This crucial period of product introduction requires competent sales people to present the unique selling points to prospects with enthusiasm, knowledge and professionalism. Sewells Group approach includes programs to manage the full cycle of a model, incorporating pre-launch, launch, sustainment, competitor or mid cycle actions and run out. The launch of new systems also requires staff to be prepared for the introduction, through meaningful training interventions using the most appropriate methodology. (A detailed brochure is available)

6 reward and recognition Effort in developing staff without recognition and/or reward diminishes the motivational effects of the new knowledge and skills gained. It is human nature to appreciate ones achievements being recognised. Sewells Group works with clients to implement appropriate recognition and reward systems which are sustainable and become focal points for new entrants to the brand. The Sewells Group recommended approach is to integrate development with actual performance in reward and recognition programs. The purpose of such a program would be to: Recognise outstanding performance. Develop loyalty and commitment to the Brand. Develop a sense of belonging/partnership in all Retail staff. Motivate retail staff to maximise sales. Improve the monthly sales/productivity levels. Maximise the profitability of each sale. Improve the consistency and competence with which the basic sales and service processes are performed. Support the direct link between self or business development and reward. leadership programs Managing an enterprise with five distinct lines of business is a challenge in itself. Throw in the three dimensional components of customer interest versus OEM interest versus shareholder interest and we emerge with a rather complex and intriguing business model called the modern car dealership. Now take these complexities and weigh up the investment in the business (capital employed) against the investment in the manpower charged with producing a return on this capital and we emerge with one of the most intriguing conundrums in the industry. Sewells Group leadership programs are designed to develop individuals to meet these challenges. Departmental Leadership Program The departmental leadership program is designed to equip participants with the knowhow and strategic tools to enable them to effectively drive departmental performance. This includes examining a balanced approach to leading and directing automotive retail operations in a way which accommodates the three dimensional requirement of achieving optimum market penetration, providing exceptional levels of service and generating superior returns for the business. Automotive Dealer Management program The Automotive Dealer Management Program is designed to equip delegates with the knowhow and strategic tools to enable future dealership managers to successfully achieve a balanced approach to leading and directing automotive retail operations in a way which accommodates the three dimensional requirement of achieving optimum market penetration, providing exceptional levels of service and generating superior returns for the business This program is also suitable for existing Dealer principals or General Managers who wish to sharpen their leadership and management skills. (Detailed brochures are available for the DL and ADM Programs)

7 in sewellsgroup.com australia - New zealand - south africa thailand - indonesia - china - india info@sewellsgroup.com 2012 Sewells Group Disclaimer: The information in this brochure is correct at the time of production. Sewells Group reserves the right to make changes at its sole discretion.