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Personnel training and development

We carry out activities to develop the necessary competencies for employees for business tasks, we help to create a training system within the company and establish a corporate university, etc.
Current business challenges in areas of training and development
Обучение персонала
* This is not an exhaustive list of our services. Contact us and we will offer the best solution in accordance with the current business objectives
* This is not an exhaustive list of our services. Contact us and we will offer the best solution in accordance with the current business objectives
Learning formats
We select the best format to achieve the key goals of a development project. Not all formats are presented in the list below, thus please contact us and we develop a program for your tasks and adapt it the specifics of your business and target audience.
Each format can also be delivered in online mode
Harmonious combination of theory and practice of acquired knowledge in practice. TSQ Consulting business coaches are known for their charisma, the ability to involve each participant in the work, explain complex things with vivid examples, convey the methodology and subtle tools so that employees can immediately include them in their daily work.
Team session
They are necessary for discovery of pain points in cross-functional and team interactions. In these sessions, we work with issues that the team/ departments have, forming the "rules" of interaction, clarifying the areas of responsibility and coming to agreements on them.
Business Quest
Suitable for training of small and large teams. Providing a minimum of theory, priority is given to practicing skills and learning from mistakes. Participants get here the opportunity and now to experience new tools, recognize their mistakes, study manuals and checklists and retry. This way new neural connections are created.
Modular program
A system of educational events including various formats. Continuous training to develop skills with a series of homework assignments, chat support, regular feedback loops and cross-module support.
Chatbots and marathons
We train employees independently or together with the LMS system. We develop a system where knowledge is collected from employees (and turned into a company knowledge base. And all this in a playful and accessible way via a messenger convenient for everyone, which employees are already using with pleasure. This way of learning does not seem like an obligation — it is not scary but fun and affordable.
VR and AR training
It supports to immerse an employee in a problematic situation, show how a particular tool works "in reality", form the necessary skill, and conduct testing. Such training involves employees in the process itself, becomes as close to reality as possible, enhancing it’s effectiveness.
Stages of work in an employee development project
We can guide your company through the full cycle of work, or in agreement with you, focus on specific priority milestones.
1. Analysis of the existing competency model
In the presence of a formed model of competencies in the company. Audit of the compliance of the competency model with the goals of the company and the department. For this:

  • Interview with the head of the unit
  • Analysis of the existing business process and corporate culture
  • Verification of MK compliance with established practice
2. Correction of the competency model or creation it from scratch (if necessary)
Refinement and improvement: formation of a team of internal competence developers, holding a session to review competencies, amending the regulations.

Building competence models: collecting information, conducting interviews, working with HR, forming a team of internal developers. Session on creating key competencies and identifying transparent behavioral indicators.
3. Assessment of employees according to the competency model
Depending on the number of employees, we use the following methods (as agreed):
  • Polls, including 360 degrees
  • Interview
  • Diagnostic training
  • Assessment 2.0 - workplace assessment
As a result of the assessment – preparation of reports and individual IPRs.
4. Presentation of the assessment results to the Customer
Intermediate meeting with a representative of the Customer.
A detailed written and oral report on the work done.
5. Coordination of the employee development program and key project metrics
We work on the basis of an assessment of competencies and an existing (or formed) competence model.
We determine and agree on a list of topics for development, the intensity and depth of study of each topic.

Together with the customer, we determine the quantitative and qualitative metrics of the project's performance. We focus on the target process of the unit.
6. Digitalization of processes (if necessary)
We define a platform for training and communication channels with participants.
Via customer agreement, we can use the internal LMS platform or offer our own solutions:
  • LMS (Getcourse based platform)
  • Chat bots
  • Application with elements of gamification of the process
  • Distance learning tools: Zoom, Training Space and others
7. Harmonization of scenarios and training types

We agree with the customer the training formats we proposed, such as:

  • Full-time trainings
  • Facilitation
  • Business incubator
  • Practical tasks with feedback
  • Webinars
  • Online trainings
  • Longreads
  • Individual developmental conversations
  • Support in field research
8. PR training programs (mailings, chat bots, etc.)
  • Development of a list of activities to involve employees in a development project
  • Development of a promotional calendar plan
  • Conducting promotional activities to increase the interest of participants in future project
9. Launching the training program
After the first module, collecting feedback from participants and representatives of the customer on the format and content of the module.
If necessary, adjusting the remaining program content.
10. Collecting metrics at each stage of training (creating dashboards)

Regular monitoring of changes in the target metrics of the project. Depending on the target audience of the training, this can be:

  • Conversion of sales stages and transaction results
  • Satisfaction, employee engagement, staff turnover
  • Pulse survey results
  • Task processing speed and etc
11. End of the program
In alignment with the сustomer, a final event, an assessment of the assimilation of knowledge and other activities can be organized.
12. Report on the work done and the dynamics of target metrics

The report can also reflect:

  • Participant NPS Results
  • Positive business results unexpected at the beginning
  • Knowledge test results (if carried out)
13. Recommendations for maintaining the learning effect

It can be:

  • Recommendations for changing business processes
  • Supplements in the IRP of employees
  • List of activities etc
Report to the customer and exit from the project.
Our cases:
Developing a culture of well-being through training the management team
Company: Finnish manufacturing company.

Project audience: top and middle management of the Russian representative office of the Company.

Main goal: to convey to managers a systematic understanding of the tools for ensuring well-being (life balance and adherence to a schedule, prevention of burnout and stress management, transparency of communications, maintaining confidence in conditions of uncertainty, etc.)

Additional objectives of the program:

  1. Improving the level of well-being of the management team
  2. Mastering management tools to maintain employee well-being and a healthy team climate
  3. Supporting employees in a changing environment
Key results:
  • Executives understand the importance of a culture of well-being, its application in a business context, and share these values
  • The prevention of professional burnout of key managers was carried out
  • Company leaders own the tools to prevent burnout among employees and ensure a favorable climate in the team, creating a safe and productive working atmosphere.
  • Improving the efficiency of the management team in the new environment
  • Increase of employee loyalty and involvement due to better cooperation with them.
  • Increasing employee satisfaction and productivity, reducing anxiety in a situation of change
  • Increasing the responsibility of managers for the emotional state and well-being of employees
Creating a culture of safe production
Company: Large-scale production (NDA), distributed over 8 regions

Project audience: 172 employees from 8 enterprises of the company

to provide managers with tools to create a culture of safe production — "Make them treat safety differently" (words of the customer).
Key results:
  • A unified information field has been created for more than 200 employees with the ideology of conscious safety
  • A methodology was created and transferred that is equally understandable to different levels of the management hierarchy
  • In-house professionals received the needed tools to maintain a secure environment
Modular training program for team leaders "Universe of the Company"
Company: the largest Internet service (NDA), a leader among its industry in Russia, with a monthly audience of over 40 million users.

Number of employees: more than 1500

Objectives: to build a training system for middle managers with a gradual mastering of skills "from simple to complex", to increase the managerial competencies of team leaders and back-office managers, to build cross-functional interaction between team leaders, to create an internal business incubator: from development to implementation of ideas that help improve internal business processes
Key results:
  • 30 team leaders and back-office managers completed an annual modular training
  • Managed to build a transparent system of cross-functional interaction within the department
    employees received 62 management tools, each of which was tested by participants during the training.
  • A corporate business incubator has been launched: projects of participants to improve internal business processes have been implemented
  • A personnel reserve has been formed. Long-term training made it possible to identify promising participants who overperformed not only in written tests, but also in the real workplace.
  • High rating of the event by the participants and the customer: 8.5 out of 10 — the average rating of the training by the participants
Increasing the conversion of negotiations through a competent training program
Company: Bonava, a Swedish housing developer and segment leader in Northern Europe.

Number of employees: more than 2100 people

Goal: to increase the conversion of managers' negotiations at different stages of the sales funnel
Key results:
  • Conversion from the call to meeting stage increased by 32% within two months after the training.
  • 30% - an increase in the number of open questions, working out the client’s needs when making a call
  • 25% - an increase in the number of completed transactions
  • The customer received a phone call algorithm based on new approaches for further use in work
  • Each employee received comprehensive feedback on their calls and recommendations for further work
Among our clients