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In a constantly evolving and uncertain business ecosystem, strategic decisions can no longer rely solely on intuition. Data and analytics are now the primary foundation for designing a winning strategy.

It's no surprise that 90% of Fortune 500 companies have adopted competitive intelligence (CI) as a key pillar in building their competitive advantage.

In fact, 73% of global companies allocate up to 20% of their technology budgets to research and analytics, demonstrating that a deep understanding of the market and competitors has become a priority investment in the modern corporate world.

As a CEO, you understand that competitive advantage doesn't just come from speed of innovation or cost efficiency. One crucial aspect that often goes unnoticed is the ability to clearly understand how competitors act, think, and develop.

This is where competitor analysis becomes crucial. With strong insight into your competitors' strategies and positioning, you can determine product differentiation that is not only distinct, but also relevant and difficult to imitate.

Furthermore, a recent report from Evalueserve states that more than 60% of companies now utilize competitive intelligence as a strategic component of their business decision-making.

In fact, 56% of executives who actively use CI are able to plan market expansion within the next three years. This means that a proper understanding of the competitive landscape can pave the way for sustainable growth and stronger market leadership.

Therefore, the question is no longer "Do we need to conduct a competitor analysis?", but rather "Has your team used it optimally to determine a truly impactful product differentiation strategy?"

Why Competitor Analysis is Important for Determining Product Differentiation

In an increasingly competitive and dynamic business world, competitive advantage is no longer solely determined by the speed of innovation or operational efficiency.

One crucial element that business leaders often overlook is the ability to deeply understand the competitive landscape.

As a leader, you undoubtedly realize that differentiating your product from the competition (product differentiation) is key to building customer loyalty, increasing profit margins, and maintaining market position.

This may seem practical, but how can you determine a truly relevant, unique, and difficult-to-copy differentiation strategy without first understanding what your competitors offer?

According to a 2023 report from Evalueserve, more than 60% of global companies now consider competitive intelligence a strategic component of their business decision-making.

This shows that successful companies not only focus on internal development but also actively map the strengths, weaknesses, and strategic direction of their competitors.

By conducting a systematic competitor analysis, you can:

• Identify market gaps that competitors haven't yet exploited.
• Understand customer perceptions and preferences for competitors' products.
• Avoid blind spots in your own product strategy.
• Determine the most impactful differentiating element (unique value proposition).

Simply put, effective product differentiation cannot be achieved without a deep understanding of the competitive landscape.

But why do so many companies fail to differentiate their products?

Many companies get caught up in price wars or try to copy competitors' features without understanding the context and customer needs.

However, differentiation isn't just about being "different," but about being meaningfully different. This is why a structured approach to competitor analysis is crucial.

You need to know not only who your competitors are, but also what they do, why they do it, and how they position themselves in the eyes of consumers.

6 Competitor Analysis Frameworks for Mapping Product Differentiation from Competitors

Understanding your company's position relative to competitors is key to designing an effective product differentiation strategy in a competitive and dynamic business world.

In-depth competitor analysis allows you to identify unique advantages, anticipate competitors' moves, and identify market gaps that can be exploited.

Here are six competitor analysis frameworks that can help you map out your product differentiation strategy:

1. SWOT Analysis

SWOT analysis (Strengths, Weaknesses, Opportunities, Threats) is a classic competitor analysis tool that helps companies identify internal strengths and weaknesses, as well as external opportunities and threats.

By analyzing your competitors' SWOT, you can understand their areas of strength and potential opportunities for your company.

For example, by understanding your competitors' strengths in distribution, you can explore ways to improve your distribution efficiency or identify untapped alternative distribution channels.

Similarly, by understanding your competitors' weaknesses, such as a lack of product innovation, you can emphasize innovation as your competitive advantage.

SWOT analysis also helps identify untapped market opportunities and potential threats, enabling you to design a proactive and adaptive strategy.

Thus, SWOT analysis provides a solid foundation for strategic decision-making in product differentiation.

2. Porter's Five Forces

Porter's Five Forces is a competitor analysis model that analyzes five forces that influence the intensity of competition in an industry: the threat of new entrants, supplier power, buyer power, the threat of substitute products, and rivalry among existing companies.

By understanding these five forces, you can identify factors that influence profitability and design effective differentiation strategies.

For example, if the threat of substitute products is high, you need to ensure that your product has features or added value that substitute products do not.

Similarly, if buyer bargaining power is high, you should look for ways to increase customer loyalty through superior customer service or loyalty programs.

By analyzing these five forces, you can understand the industry structure and competitors' positions and design strategies that allow you to stand out in the market.

Porter's Five Forces helps you identify areas where product differentiation can provide a sustainable competitive advantage.

3. Competitive Positioning Map

A Competitive Positioning Map is a visual tool that helps you map your product's position relative to competitors based on two or more dimensions, such as price and quality.

With this visualization, you can identify gaps in the market and determine the optimal positioning for your product.

For example, if the map shows that most competitors are in the high-price, high-quality segment, you might find opportunities in the mid-price, high-quality segment.

This way, you can adjust your product and marketing strategies to target underserved market segments.

A Competitive Positioning Map also helps you communicate your brand position to internal and external stakeholders and design a clear and focused differentiation strategy.

Understanding your market position allows you to make more informed decisions about product development and marketing strategies.

4. Strategic Group Mapping

Strategic Group Mapping groups companies within an industry based on common strategies or characteristics, such as distribution channels or market segments served. By understanding these strategic groups, you can identify areas of direct competition and opportunities for differentiation.

For example, if you are in a strategic group focused on low prices and high volume, you might consider shifting to a group focused on high quality and superior customer service if that market is underserved.

This way, you can avoid direct competition and find a more profitable market niche.

Strategic Group Mapping also helps you understand barriers to mobility between strategic groups, as well as in designing strategies that allow you to move to a more profitable group or strengthen your position within your current group.

5. Benchmarking Analysis

Benchmarking analysis involves comparing your company's performance against industry standards or leading competitors. Through benchmarking, you can identify best practices and areas for improvement, as well as set realistic performance targets.

For example, by comparing your customer service response time with competitors, you can identify areas where you are lagging behind and design initiatives to improve performance.

Similarly, by understanding the product features offered by competitors, you can identify features that need to be added or enhanced in your product.

Benchmarking analysis helps you identify competitive advantages and areas for differentiation, as well as in designing strategies that enable you to meet or exceed industry standards.

Thus, benchmarking analysis is an important tool in product development and company performance improvement.

6. Four Corners Model (Michael Porter)

The Four Corners Model is a strategic analysis tool developed by Michael Porter to predict competitor actions by analyzing four key aspects: future motivations, assumptions, current strategies, and capabilities.

By understanding these four aspects, you can predict competitor actions and design a proactive differentiation strategy.

For example, if you know that a competitor is motivated to expand market share and has the capability to launch a new product, you can accelerate your own product launch or enhance product features to maintain a competitive advantage.

Similarly, by understanding competitors' assumptions about the market, you can exploit errors in those assumptions to your advantage.

The Four Corners Model helps you design strategies that are not only reactive to competitors' actions but also proactive in anticipating their moves. Thus, this model is a valuable tool in strategic planning and product differentiation.

Has Your Product Team Defined Product Differentiation?

As discussed, a deep understanding of competitors' positions and strategies will help you design product differentiation that is not only unique, but also meaningful and sustainable.

If you want to deepen your skills in building a superior brand through analytics-based strategies, it's time to take concrete action.

Enroll in prasmul-eli's Strategic Brand Management program and learn how to design strong brand differentiation based on competitive insights.

Changes in market conditions can cause problems for businesses. Business problems can be diverse, and no company is problem-free. Therefore, it is crucial for company leaders to have a strong problem-solving strategy.

Solving a business problem involves more than just looking at the surface. In fact, surface problems are often the result of root causes that have not been addressed for a long time.

What is a strong problem-solving strategy that can produce progressive solutions for a business? Let's learn from Bill Gates' problem-solving strategy. The company he founded, Microsoft, remains a market leader in the software industry.

One of Microsoft's secrets to remaining a market leader to this day is its strong problem-solving process.

Research from McKinsey shows that organizations with the best problem-solving capabilities in the top quartile generate 3.5 times higher total returns to shareholders (TRS) than those in the bottom quartile.

These findings demonstrate how a leader must possess strong problem-solving skills in an era of disruption and increasingly unpredictable business challenges.

The Questions Bill Gates Uses to Solve Problems

Learning from Bill Gates' way of thinking is very interesting. When a problem arises in his business, he doesn't panic, but instead asks questions.

This habit was formed when he was a teenager and has been implemented at Microsoft ever since.

There are two questions Bill Gates always asks when solving problems in his business or daily life.

The first question is: Who has handled this problem well?

The second question is: What can we learn from them?

Two very simple questions that seem easy to answer, right? However, in reality, they are quite difficult to answer.

These two simple questions become difficult to answer when they involve problems that are not experienced by many people.

This is what Bill Gates experienced when dealing with global health issues. Therefore, he continues to conduct in-depth research on global health.

So, Bill Gates didn't just stop at those two questions; he always asked reflective questions like,

• What makes me passionate about solving this problem?
• What could I have done better?
• Am I learning enough new things?

Learning from Bill Gates, it turns out that the foundation of creating a problem-solving strategy is asking the right questions.

Adopting Bill Gates' Problem-Solving Strategy in Business

There are various ways to create a problem-solving strategy in business. Here are some ways you can follow Bill Gates' method and others recommended by Harvard University.

Asking the Right Questions

When a problem occurs, don't just focus on who did it wrong. Instead, ask questions that can get to the root of the problem. Two questions Bill Gates always asks are: Who has handled this problem well? And what can we learn from them?

Problem Framing

Before deciding on a solution to a business problem, it's important to map the problem and establish boundaries, context, and perspective.

For example, imagine you lead a technology consulting company and notice a decline in revenue over the past year. When this problem arises, try to map it out using appropriate questions such as:

• Is the problem with our consulting services?
• Do we need to improve the quality of our technology consulting services?
• Is this due to a poorly executed marketing process?

And other questions that can be mapped from various contexts. There's no one right or best way to map a problem. Ensure that you, as a leader, can engage your team in mapping the problem in a meaningful way.

Prioritize Empathy

Prioritize empathy over emotion in developing problem-solving strategies. Empathy is the ability to feel what your team is feeling and experiencing.

Empathy is needed to unravel the root of the problem. If a sales decline occurs, you and your team can approach consumers to ask what they feel and experience regarding your company's products.

By listening to consumers and empathizing, you can gain insights that can be used to analyze the problem and even create solutions.

Breaking Out of Old Ways of Thinking (Breaking Fixed Cognitive)

Breaking Fixed Cognitive describes a condition where someone solves a problem based on past experiences. However, the current problem may not be relevant to the present.

Sometimes a problem cannot be solved with old patterns. Therefore, you and your team can collaborate to find new perspectives to solve a business problem.

Build a Psychologically Safe Ecosystem

Your primary task as a leader is to create an environment and ecosystem conducive to problem-solving. Cultivate an atmosphere where the team feels safe to express ideas without fear of criticism and still feels valued.

Four Core Steps to Designing a Problem-Solving Strategy

It's unwise for a leader to immediately blame their team when a problem arises. In fact, when a problem arises, the leader will be at the forefront of encouraging his team to resolve it.

Because the team's problems are the leader's responsibility. Generally, here are four core steps in a problem-solving strategy, according to Ken Watanabe in his book, Problem Solving 101:

Understand the Situation

If a problem arises, take a moment to calm down. Observe what is actually happening, and understand the situation not from just one perspective, but from various perspectives.

By understanding the situation, we can define the problem. For example, if there is a decline in sales, we ask the sales team for their understanding of the situation and data, and we can determine that sales decreased because there was a decrease in distributors in region X.

Identify the Root Cause

You will face recurring problems if you cannot identify the root cause. There are several methods that can be used to identify the root cause, such as logic trees, 5 Whys, and cause-and-effect.

The logic tree method compares a problem to a tree. The main problem is like the top of the tree. The branches represent the main causes or dimensions of the problem.

Sub-branches that further elaborate on the details of each cause, ultimately leading to a hypothesis or potential solution.

The 5 Whys method involves asking the question "why" five times to generate a hypothesis or potential root cause.

Developing and Selecting the Best Solution

Brainstorm various solution ideas with your team, then analyze the pros and cons and their effectiveness. Most importantly, choose the most reasonable and impactful one.

Create a Concrete Action Plan

After finding and selecting the best solution idea, it's time to create a concrete and immediately executable action plan. Create a detailed plan that includes who will do what, how, when, where, and how it will be evaluated.

How to Hone Problem-Solving Skills?

Problem-solving strategies will be honed with experience as a leader in dealing with problems.

Challenges faced by leaders in dealing with problems come from various angles, often overwhelming them.

To overcome this overwhelm, leaders need to hone their problem-solving skills by learning creative, rational, effective, and optimal problem-solving strategies.

You can learn how to solve problems creatively, rationally, effectively, and optimally in prasmul-eli's problem-solving and decision-making training.

Consistently solve problems with a cool head to find the best solutions to your business challenges.

Selecting the right training for managers and employees will have a positive impact on the company. To ensure that the training selected is effective and on target, a training needs analysis process is necessary.

Every company has a different training needs analysis process. The larger the company, the more streamlined the training needs analysis process.

However, a 1991 study in the Journal of Personal Selling and Sales Management found that most organizations tend to rely more on top management to organize training, from selecting employees to determining the budget for that training.

Further research also found that training typically conducted in organizations does not reflect the company's strategic objectives, resulting in efforts that do not contribute back to the organization because training needs are not properly analyzed.

Therefore, this discussion will explore the training needs analysis process in multinational companies with global reach to determine effective training.

Training Needs Analysis Process

In the book "Training and Business Industry" by William McGhee and Paul W. Thayer, it is stated that there are three levels of analysis to determine the appropriate training for a company.

Organizational Analysis

This is the earliest step in the training needs analysis process, the primary goal of which is to understand training needs based on the organization's overall goals and strategies.

What is the organizational analysis process? It is a process of reviewing the organization's internal environment, including factors that can influence employee performance and its alignment with the organization's goals, strategies, and objectives.

At this stage, the organization focuses on analyzing the company's direction and priorities for a specific period, so that planned training can be tailored and optimally aligned with the company's strategic needs.

This process is crucial to ensure that training is not merely reactive but also supports the achievement of the long-term vision.

Task or Operational Analysis

The next, more specific process is conducting a task or operational analysis, commonly known as job analysis or task analysis.

This process examines a specific job to determine the skills, knowledge, and attitude requirements necessary to improve expected job performance.

By understanding what employees need to accomplish in their jobs, the organization can design targeted training to address specific performance issues and improve operational effectiveness.

Individual Analysis

The third step is more specific: an individual analysis to determine whether the person currently in their position possesses the skills, knowledge, and attitudes needed to optimally perform their duties.

Information regarding individual performance and training needs is typically collected through interviews and surveys with subject matter experts, managers, and high-performing employees.

This individual analysis ensures that training is provided to the right person for optimal results.

Has your company implemented all three training needs analysis processes?

Training Needs Analysis Process in Multinational Companies

Now you will learn how the training needs analysis (TNA) process is implemented in multinational companies.

This analysis process is based on research conducted by students from University Teknologi Malaysia who studied the implementation of the TNA process in multinational companies in Malaysia.

Years of Practice

Multinational companies generally have been implementing the TNA process for many years, with experience varying from 5 to more than 10 years.

This experience demonstrates that TNA has become an integrated part of human resource management to ensure effective and targeted training.

TNA Mode

There are two types of TNA modes implemented. The first is a formal TNA, which is implemented in a structured and systematic manner as part of the training planning process.

The second is an informal TNA implementation mode, which is conducted ad hoc or based on urgent needs without formal procedures.

Of the two types of TNA methods, formal TNA is certainly more common to ensure alignment with global corporate strategy.

Data Collection Methods

Companies always make decisions based on data, including when determining appropriate training for employees. Several data collection methods are used in TNAs by multinational companies.

Surveys and questionnaires are methods of distributing flyers or forms containing questions to employees and managers to obtain an overview of training needs.

To obtain a more in-depth overview, interviews are also conducted with management, subject matter experts (SMEs), and training participants.

In addition, direct observation of work activities is another data collection method.

There is also analysis of documents such as performance reports and HR data. Companies can use this mixed method to obtain comprehensive and accurate data.

Selecting Training Participants

The company will naturally select training participants. In determining the right training participants, the company will involve the following roles:

• Employees who will participate in the training.
• Line managers who understand the needs and performance of their teams.
• Subject matter experts (SMEs) who master specific material or work processes.
• The HR department acts as a facilitator and evaluator.

Participant selection is tailored to the objectives and level of training to be provided.

Training Needs Analysis Process

The following are the main steps in the TNA process in multinational companies that can be replicated by other companies. This process is carried out iteratively to ensure the relevance and effectiveness of the training:

• Identification of organizational goals and business strategies.
• Analysis of task and operational needs.
• Assessment of individual training needs.
• Collection and analysis of data through various methods.
• Development of specific training recommendations.
• Implementation and evaluation of training results.

People Who Conduct TNA

The parties who conduct TNA in multinational companies are as follows:

• HR/Training & Development/Learning & Development departments with expertise in training needs analysis.
• Relevant line managers who provide input on their team's immediate needs.
• External consultants to provide objective perspectives and specific specializations.
• Subject Matter Experts (SMEs) as sources of technical and training content.

Training Needs Analysis Measurement

The final step that multinational companies must take is to measure the success of the TNA through evaluating participant feedback, analyzing pre- and post-training performance comparisons, assessing the achievement of training targets, and monitoring the impact of training on organizational productivity and effectiveness.

This measurement is crucial for refining the TNA process and ensuring that training investments deliver optimal results.

Adopting the Training Needs Analysis Process in Your Company

Has your company implemented the TNA process correctly? Are the results and impact of your training programs aligned with its objectives?

If your company wants to adopt the training needs analysis process mentioned above but is unsure where to start, you can collaborate with Prasmul-Eli to provide a customized assessment program that can be tailored to analyze the training needs appropriate for your company.

Optimize your company's budget with appropriate and effective training to support your company's goals.

The growing popularity of social media and socio-commerce has led consumers to prefer brands with high credibility and visibility. A company's brand with high online visibility can optimize its marketing communications strategy.

The role of marketing communications is crucial for companies because it helps them adapt to market changes and consumer behavior.

When change occurs rapidly, an appropriate marketing communications strategy can accelerate product innovation, promotional changes, or strategies to reflect market trends and needs.

The role of marketing communications has become more complex, and management has high expectations for the marketing department.

Research from McKinsey indicates that 83% of CEOs consider marketing processes to be a key driver of company growth.

Company growth can be achieved by continuously enhancing the company's brand image in the eyes of consumers through various channels, both online and offline.

This discussion will examine the challenges facing marketing departments in enhancing a company's brand image.

What is Marketing Communications?

Philip Kotler, the father of global marketing, defines marketing communications in his book, "Marketing Management."

Marketing communications is a way for companies to convey information, persuade, and remind consumers about their products and brands, directly or indirectly.

The process of delivering marketing messages is carried out in an integrated and strategic manner to the target market to achieve company goals such as building relationships, increasing brand awareness, influencing consumer behavior, and ultimately driving product or service sales.

This digital era not only requires marketing communications teams to convey messages clearly. Other demands include speed, collaboration, and consumer focus.

Essentially, in this more modern marketing era, marketing communications teams are indirectly adapting their work processes.

Challenges Faced by Marketing Communications Teams in Improving Brand Image

In the process of improving brand image, marketing communications teams face various challenges, both internal and external.

Budget and Resource Limitations

Improving brand image requires significant and holistic investment across all marketing channels. With a limited budget, marketing communications teams struggle to implement optimal and consistent strategies.

Fierce Market Competition

The current market offers numerous alternatives for a single brand. If our competitors have greater resources or a stronger brand awareness, this will be a major challenge for the marketing communications team.

Changes in Consumer Behavior

In addition to facing intense market competition, companies are also faced with rapidly changing consumer trends and preferences. Therefore, a branding strategy that is successful today may not necessarily be successful in the future.

Difficulty Measuring Branding Impact

A brand's image is an intangible asset, making it difficult to quantitatively measure the concrete impact of branding activities, such as their contribution to sales or customer loyalty.

Difficulty Building Emotional Connections with Consumers

Besides competing for attention in this digital era, the most important thing to gain consumer attention is building an emotional connection. The journey to creating a strong emotional connection with consumers is a long and challenging process, especially if the brand doesn't have a strong legacy.

Limited Time for Innovation

As McKinsey found, which found that 83% of CEOs expect marketing activities to drive company growth, marketing communications teams sometimes face pressure from sales and operational targets. They find it difficult to devote time to continuous experimentation and innovation in branding.

Suboptimal Cross-Departmental Team Collaboration

To drive sales, the marketing communications team needs to collaborate with cross-departmental teams such as sales, product, and customer service to ensure alignment in the implementation of an effective branding strategy.

Steps for a Modern Marketing Communications Strategy for an Even Better Brand Image

Your company has implemented various marketing communications strategies, but hasn't yet improved its brand image. Here are some modern marketing communications strategies recommended by McKinsey.

Data and Technology Integration for a Consistent Customer Experience.

Companies must integrate various data sources and marketing technologies to understand customers holistically and deliver consistent experiences across all channels.

This integration enables the delivery of relevant and uniform messages, whether through digital, offline, or customer service.

With an integrated data system, companies can effectively manage customer interactions, maintaining a strong brand image and a seamless consumer experience.

Agile and Collaborative Approach to Content Development

Modern strategies require marketing teams to work agilely, flexibly and quickly adapt to changing trends and market needs.

The content creation process is carried out collaboratively across departments (marketing, creative, technology, and sales), resulting in more relevant, timely, and coordinated content.

This approach accelerates innovation and ensures brand messaging remains fresh and engaging for audiences.

Data-Driven Personalization to Increase Customer Engagement

Carefully utilizing customer data allows companies to deliver personalized messages tailored to their preferences, behaviors, and stage of the customer journey.

This personalization increases engagement because customers perceive the messages as tailored to their needs and desires, strengthening their emotional connection with the brand and increasing loyalty.

Holistic Measurement and Evaluation of Marketing Impact

Modern communications strategies emphasize the importance of comprehensive and holistic measurement of all marketing activities. This involves measuring not only traditional metrics like sales or awareness, but also analyzing channel effectiveness, customer experience, and ROI.

Comprehensive evaluation helps companies iterate strategies more quickly and accurately, ensuring marketing investments have a positive impact on brand image and business results.

Brand Messaging Across All Customer-Connected Channels

Brand messaging consistency must be upheld at every customer interaction point, both online and offline. This ensures customers receive an experience that aligns with the brand's values and positioning.

Consistent delivery of the brand promise strengthens customer trust and improves overall positive brand perception.

Has Your Company Implemented an Agile Marketing Communications Strategy?

To enhance brand image in this modern era, a marketing communications strategy based on data integration, agile personalization, holistic measurement, and consistent brand messaging across all consumer channels is essential. This is key to building a strong brand image in the digital age.

To help your company improve its brand image through a marketing communications strategy, Prasmul-Eli offers a marketing management program.

Let's transform our marketing communications strategy into a more agile and adaptive one to enhance our brand image.

A manager in a company has a significant responsibility for their team's performance. Therefore, managers are recommended to participate in the best leadership training, either in Jakarta or online, depending on their company's position.

However, leadership training should not only teach theory and the usual approaches. A manager needs leadership training with a different approach, such as neuroscience.

Neuroscience is the study of how the human brain works. Leadership training that utilizes a neuroscience approach is often referred to as neuroleadership training.

Neuroscience-based leadership training programs encourage the strengthening of neural pathways through reflective practice, simulations, and continuous training, not just theory.

According to a research journal, the IOSR Journal of Business and Management, investing in neuroscience-based leadership training not only benefits individuals but also positively impacts organizational culture, fostering collaboration, inclusion, and long-term productivity.

Let's learn about the benefits of leadership training with a neuroscience approach.

Understanding the Application of Leadership with a Neuroscience Approach (Neuroleadership)

What is neuroleadership? Simply put, neuroleadership is the combination of leadership practices with the study of how the brain works (neuroscience).

There are three elements prioritized in neuroleadership: cultivating a growth mindset, creating a culture that prioritizes psychological safety, and fostering accountability.

The main focus is on brain-structure-based decision-making, emotional regulation (prefrontal cortex vs. amygdala), team engagement and collaboration, and organizational culture change.

The Challenge of Leading Without a Neuroscience Approach

Managers in both medium-sized and large companies are not necessarily proficient in neuroscience. Consequently, the leadership they experience is as follows:

Leadership Based on Intuition and Old Habits

Managers will lead based on intuition and existing habits within the company or their own past. This will lead to cognitive biases such as confirmation bias and status quo bias.

Without understanding neuroscience, managers will simply use old communication patterns that tend to be authoritarian and make ineffective decisions.

Failure to Manage Stress and Pressure

Without understanding the neuroscience of managing stress and pressure, managers will easily explode when faced with intense pressure. What happens? The team they lead will undoubtedly suffer. The impact will result in a loss of respect from the team, emotional conflict within the internal team, and even burnout.

Inability to Cultivate Trust and Psychological Safety

Without a comfortable environment, it will be difficult for people to perform at their best. A manager who is unable to create a safe environment for their team to express their ideas and opinions will result in a work culture filled with pretense.

Unable to Develop Team Potential Optimally

Managers only lead with a single leadership style that is not truly suited to the team they lead. A single, repetitive leadership style occurs because the manager does not understand how the brain works. If this continues, the manager cannot develop the team's potential optimally, which can lead to low engagement and high turnover.

Rigidity in Facing Change

This is what tends to be dangerous for managers who are rigid in facing change. Why are they rigid in facing change? Because they don't understand that the brain tends to resist change, viewing resistance as defiance, not a normal neurological reaction. The biggest impact is that the transformation process within the organization can be slow.

Benefits of Implementing Neuroleadership for Managers

Managers who are able to deepen their knowledge of neuroscience will be able to improve their leadership skills. Here are some benefits if a manager can implement neuroleadership.

Understanding How the Brain Works to Improve Communication & Motivation

Neuroscience helps explain how the brain responds to threats and rewards, so leaders can be more effective in communicating and motivating their teams. Furthermore, managers also become more empathetic when problems arise within the team.

Strengthening Emotional Intelligence and Emotional Regulation

Managers understand brain regions such as the prefrontal cortex, which controls decision-making and self-regulation, the amygdala as the center of emotions, and the limbic system, which is the center of motivation and emotional memory.

By understanding how these brain regions work, managers can increase self-awareness and self-regulation, foster empathy, and avoid impulsive reactions when faced with pressure.

Managing Stress Scientifically

By implementing neuroleadership, managers can use a scientific approach to managing stress, such as mindfulness, breathing exercises, and light exercise.

Enhancing Organizational Culture Change

The human brain tends to be more receptive to change when provided with clear direction, social support, and intrinsic motivation. A neuroleadership approach supports successful organizational transformation by reducing resistance to change and fostering a collaborative and intuitive culture.

Building Psychological Safety

Understanding social hormones, such as oxytocin, helps create an emotionally safe work environment and an open space for sharing ideas without fear of criticism.

Recommended Best Leadership Training in Jakarta with a Neuroscience Approach

In an era of multi-generational leadership and increasingly unpredictable market changes, leadership training with a neuroscience approach is a new and relevant breakthrough.

Leadership training with a neuroscience approach encourages managers to understand how the brain works.

Understanding how the brain works is key to making wiser decisions, managing emotions effectively, and encouraging collaboration and sustainable change.

There is a recommended best leadership training program in Jakarta specializing in neuroscience at prasmul-eli, called the Neuroleadership program.

This program is specifically designed for leaders who want to maximize the brain's potential to face the challenges of the 21st century.

In this intensive training, participants will be invited to explore neuroscience and apply it directly to the context of leadership and change management.

If you believe that superior leadership begins with the right mindset, neuroleadership is a strategic way to get started.

Digitalization has driven supply chain management processes to adopt digital technology. In fact, a 2022 study by Delloite found that although 76% of companies have invested in AI-based digital solutions, only 25% of supply chain professionals feel adequately trained in digital technology.

The Delloite study is supported by McKinsey's annual survey of supply chain leaders conducted in 2020. The survey found that 90% of respondents said they lacked sufficient talent to achieve their company's digitalization goals.

A surprising finding is that most senior management lacks sufficient supply chain knowledge, making them unaware of the challenges faced in the supply chain management process.

What happens if competency gaps persist, or even a shortage of talent in supply chain management? Naturally, companies will be slower to release products until they finally reach consumers.

If companies are increasingly slow to innovate and release products, they need to be prepared to be outpaced by competitors.

So, how do you address this supply chain competency gap? You'll find the answer here.

Competency Gaps Often Encountered in the Supply Chain Division

A supply chain professional needs to possess both technical and non-technical competencies. Technical competencies include data analysis, planning and forecasting, supply chain management, and much more.

Non-technical competencies are also needed because they will be connected with various vendors such as raw material suppliers, distributors, and others, making communication and negotiation skills essential.

With digitalization, the use of numerous digital tools requires time for professionals to adapt. The following are some competency gaps encountered when a company wants to adopt digitalization in its supply chain processes.

Lack of Data Analytics Skills and Digital Technology Mastery

Many supply chain staff still rely on manual spreadsheets and are unfamiliar with using analytical tools such as SAP, Power BI, Tableau, or other supply chain software. This leads to decision-making that tends to be intuitive and slow, rather than based on accurate and real-time data.

Lack of End-to-End Supply Chain Understanding

Some team members focus solely on one function, such as procurement or logistics, without understanding how these processes are connected throughout the supply chain. This lack of a holistic perspective can hinder efficiency and reduce cross-functional collaboration.

Limitations in Forecasting and Demand Planning

Demand planning activities are often not based on scientific methods or sufficient historical data. As a result, companies are vulnerable to overstocking or understocking, which in turn impacts cash flow, storage costs, and customer satisfaction.

Weak Communication and Stakeholder Management Skills

Communication challenges arise especially when working across divisions or interacting with global suppliers and partners. The inability to convey needs or align expectations often leads to miscommunication, delivery delays, or internal conflict.

Lack of Adaptability to Change (Change Management)

In the rapidly changing world of the supply chain, particularly due to global factors such as pandemics or geopolitics, teams that are not agile will struggle to adapt. Many are not trained to respond to change quickly and strategically.

Lack of Technology Integration and Automation Skills

Digital transformation requires mastery of systems such as WMS (Warehouse Management System), TMS (Transportation Management System), RFID, and IoT. However, many human resources are not yet proficient in these technologies, resulting in companies missing out on opportunities for operational efficiency.

Lack of Risk Management and Scenario Planning Competencies

Risks such as supply disruptions, fluctuating raw material prices, or natural disasters need to be properly anticipated. Unfortunately, not all supply chain teams have the skills to develop comprehensive scenario plans and be ready to execute them in the event of a crisis.

Overcoming the Competency Gap for Supply Chain Professionals with Supply Chain Management Training

The best way to address the competency gap is through upskilling and reskilling programs.

Upskilling programs help employees improve or deepen their existing competencies or skills to become more relevant and productive in their current jobs.

An example of upskilling is when a supply chain employee who is already familiar with Excel learns to use Power BI to create more interactive and automated reports.

A reskilling program, on the other hand, involves learning new skills that differ from those previously acquired, usually to transition roles or responsibilities.

For example, a warehouse employee who previously only managed physical inventory is trained to become a digital logistics administrator using an ERP system.

The next question is how can upskilling and reskilling be implemented to address this competency gap? Companies can consider providing supply chain management training by considering the following:

Conduct Benchmarking According to the Skills Framework

Use standards from professional institutions such as the CBSC (Council of Supply Chain Management Professionals) or CPSM (Certified Professional in Supply Management) to map required competencies. This will serve as a reference in developing training programs that align with global standards.

Gap Analysis Based on Valid Data

Conduct an internal survey to measure employee proficiency levels in critical skills such as data analysis, use of digital tools, and understanding the end-to-end supply chain. The results of this survey will serve as the basis for determining training priorities.

Personalized and Customizable Training Programs

Develop training programs based on the gap analysis results, for example, whether to provide personalized programs in the form of short courses, professional certifications, or in-house workshops.

Collaboration with External Parties

Strengthening supply chain competencies can be done through external collaborations with vocational schools or training platforms such as prasmul-eli, Coursera, ASCM, and ISCEA.

This approach provides broader and more up-to-date access to learning. Furthermore, mentoring between senior and junior employees, as well as job rotation, helps broaden employees' exposure and understanding of various aspects of the supply chain process.

Monitoring & Measurement

It is crucial to measure the effectiveness of training using concrete metrics such as reduced lead times, increased forecasting accuracy, and improved visibility down to second or third-tier suppliers. This measurement data serves as the basis for evaluating and refining the training program, which should be conducted periodically, ideally every 6 to 12 months.

Skill Development & T-Shaped Team Building

Developing a competent team requires a balance between hard and soft skills. Teams must be technically strong in areas such as data analytics, procurement, and contract management. However, soft skills such as risk management, cross-functional collaboration, and effective communication are equally important to support overall supply chain success.

Supply Chain Management Training Recommendations to Achieve Company Digitalization Goals

With the rise of e-commerce and social commerce, companies need to focus on improving supply chain management processes so that products reach consumers more quickly.

If a company still has a significant competency gap to achieve its digitalization goals, choosing the right supply chain management training will help achieve those goals.

For example, Prasmul-Eli's supply chain management training covers the latest supply chain management practices, the interconnected role of technology in creating faster, more efficient, and better supply chains, and SCM-related business ecosystem strategies such as omnichannel (offline and online collaboration), cooperation (collaboration with competitors), disintermediation (manufacturers and retailers), and resource sharing (using other parties' assets).

Let's work together to improve digital talent in the supply chain management process.

Marketing teams in this era of disruption are pushed to achieve significant results with limited resources. With limited budgets and staff, their presence is expected to contribute to the company's business growth.

With such rapid market changes, marketing teams can no longer simply conduct business as usual (BAU). They need to have adaptive goals in this modern marketing era and also improve their ability to collaborate across divisions.

Findings from a study conducted by McKinsey indicate that today's marketing teams face gaps in skills, marketing budget efficiency, and team and technology effectiveness.

As many as 81% of companies lack integrated marketing technology that can deliver personalized experiences across all channels. Furthermore, 76% of marketing teams in companies have not fully succeeded in implementing agile operational activities.

Based on these facts, marketing teams need support through learning, such as marketing management training. This is not just ordinary training, but training that can help marketing teams improve performance and agility in their marketing processes.

In this discussion, we will discuss the materials in marketing management training that can make a team more adaptable and achieve its goals even with limited resources.

Why Do Companies Need Marketing Management Training?

The most common way for companies to achieve their marketing targets is to hire a third-party marketing agency. However, if the company's budget is limited, using a marketing agency is not the right choice.

Another option to reduce the company's internal marketing team's dependence on an agency is to conduct marketing management training for the internal team.

The following are challenges faced by marketing teams, which necessitate companies investing in marketing management training.

1. Inconsistent Campaign Performance / Low ROI

Often, digital campaigns run continuously without producing significant results for the company. This can be seen from several signs such as stagnant or even declining ROAS (Return on Ad Spend), high cost per lead (Cost Per Lead) or cost per acquisition, and low conversion rates.

Furthermore, the lack of a clear campaign review and evaluation system exacerbates the situation, as the team lacks accurate data for decision-making.

This situation is a strong signal that the marketing team needs training to optimize marketing strategies and improve the effectiveness of the allocated budget.

2. Management Sets More Aggressive Growth Targets

When company management sets more ambitious growth targets, such as expanding into new markets or increasing brand awareness, this demands greater preparedness from the marketing team.

For example, a company may need to expand its marketing team, enter new market segments, such as shifting from B2B to B2C, or launch a new product that requires a large, integrated campaign.

To meet these challenges, proper training is essential so that the team can develop and execute a scalable marketing strategy that is oriented towards long-term business growth.

3. Competency Gap Between Senior and Junior Teams

A competency imbalance often occurs within the marketing team, where senior members are not always up-to-date on the latest digital trends, while junior members lack a deep understanding of business strategy.

This is reflected in a heavy reliance on external agencies or vendors, suboptimal collaboration between functions such as design, sales, and digital, and frequent miscommunication in campaign development.

4. High Turnover or Changes in Team Structure

Significant changes in the marketing team structure, such as the introduction of a new marketing manager, the formation of a new team, or the addition of a large number of new staff, often present challenges.

The resulting effects include non-standard work processes, poorly documented strategies, and an urgent need to align understanding and skills.

5. Wanting to Be Independent and Not Reliant on Advertising Vendors/Agencies

Many companies face the high costs of using external agencies or vendors for marketing activities, while internal teams lack the skills to run campaigns independently. This drives the need to build strong internal capabilities so that companies are not always dependent on external parties.

Marketing Management Training Materials for Better Performance

To eliminate the skills gap between marketing teams and modern marketing conditions, the required marketing management training materials also cover integrated marketing processes.

According to McKinsey, the following are marketing materials to build capabilities for carrying out marketing activities in this era of disruption.

Customer Centricity Materials

Focusing on the customer as the center of all marketing strategies means that all marketing activities are designed based on customer needs, preferences, and behaviors.

By understanding customers deeply, marketing teams can craft relevant messages, products, and services, increasing customer satisfaction and loyalty. This approach helps companies build strong, long-term relationships and drive sustainable business growth.

Full-Funnel Marketing Material

The ability to manage the entire customer journey, from awareness and consideration to purchase and retention, is crucial.

Marketing teams that master full-funnel marketing can develop strategies that address each stage with the right content and tactics, thereby increasing conversion opportunities and increasing customer lifetime value. This approach ensures that no potential customers are missed during the purchasing process.

Agile Operating Model Material

Adopting an agile operating model enables marketing teams to respond to market changes quickly and effectively.

With a flexible structure and iterative process, teams can test, learn, and adapt in real time to customer feedback, new trends, or competitors. Agile marketing increases work efficiency, minimizes the risk of failure, and accelerates innovation in marketing campaigns.

Omnichannel Optimization Material

Excellence in effectively managing multiple marketing channels means teams are able to run consistent and integrated campaigns across multiple platforms, both online (such as social media, email, and websites), and offline (such as events and retail).

This increases audience reach and strengthens the brand's overall message, creating a seamless customer experience and improving marketing results.

Material on Marketing Campaign Measurement

The ability to accurately measure and analyze marketing performance is the foundation for data-driven decision-making. Marketing teams must be able to set appropriate KPIs, use analytics tools, and interpret data to determine the effectiveness of each marketing activity.

With clear metrics, companies can optimize budgets, refine strategies, and transparently demonstrate the impact of marketing on the business.

Customer Data Management and Marketing Technology

Utilizing customer data and marketing technology helps teams make smarter, more personalized decisions aligned with marketing strategies.

By integrating data from various touchpoints and leveraging technologies like CRM, automation, and AI, teams can identify market segments, predict customer needs, and automate relevant campaigns. This improves operational efficiency and delivers more targeted marketing results.

Is Your Marketing Team Adaptable in This Modern Marketing Era?

Is your marketing team facing the challenges mentioned above? A limited budget but unlimited management expectations?

If investing in an agency isn't enough, investing in marketing management training is the right choice. By investing in knowledge, marketing teams will be able to improvise on their own.

If you're looking for marketing management training that covers the six capabilities recommended by McKinsey research and can bridge the skills gap, then marketing management training from Prasmul-Eli is the right solution.

Digitalization is increasingly becoming a necessity, making brand visibility across all online channels a necessity. It is now the marketing division's responsibility to increase the company's brand visibility.

Marketing activities can no longer be monotonous and repetitive. Various marketing initiatives need to be adaptive to changing consumer behavior.

Initiatives that can be taken to continuously adapt to market changes include conducting A/B testing and providing learning facilities for the marketing team on relevant marketing activities, such as involving employees in marketing training programs.

In a McKinsey Quarterly Survey study, 90 percent of respondents agreed that building employee capabilities is among the company's top ten priorities.

Unfortunately, only a quarter of respondents stated that the capacity-building programs they designed had an effective and measurable impact.

In fact, only 8% of respondents stated that they could measure the return on investment (ROI) of the training or programs they conducted for employees.

This fact is a reminder to companies that they need to create programs and seek out training vendors that can deliver measurable results and a clear ROI.

When choosing a marketing training program vendor, careful selection is essential to achieve the desired ROI. Below, we will discuss the criteria for selecting a program that can drive ROI for a company.

Why Do Many Marketing Training Programs Have Little Impact?

Companies today are faced with a wide variety of marketing training program providers. However, it's difficult to find one that can truly measure the return on investment (ROI) of the training.

Here are some reasons why many marketing training programs have little impact for companies:

No Guarantee of Training ROI

Many vendors sell jargon with sweet promises that seem exaggerated, but they don't emphasize how they demonstrate the ROI of their programs.

Too Theoretical, Little Practical

Providing training to company teams is no longer about abstract concepts. Instead, they need training based on successful best practices in marketing activities and tailored to the company's business context.

Not Relevant to Specific Business Challenges

The training material is not specifically designed to meet the company's needs. As a result, employees only learn general, superficial concepts. This results in employees being confused about how to apply the training to their daily marketing activities after completing the training.

Doubtful Vendor Credibility & Track Record

A lack of transparency regarding the training provider, their background, and case studies from previous clients diminishes vendor credibility. Many vendors fail to display portfolios and testimonials from previous clients.

No Post-Training Evaluation & Follow-Up

Training programs lack pre- and post-training measurements, making it impossible for vendors to assess the effectiveness of their training programs. There is also no follow-up, such as consultation sessions, after the training.

High Costs, Unclear Results

Executives often face pressure from the CFO to ensure all training investments have clear business outcomes. Many programs are expensive but fail to demonstrate value in numbers.

Not Connected to the Company's Strategic Goals

Training that is not aligned with the company's current strategy will waste time, money, and effort.

Important Criteria for Selecting a Marketing Training Program That Helps Increase ROI

To achieve the goals of every investment in a marketing training program, companies need to establish criteria before deciding on a specific training vendor.

Vendor Credibility and Relevance to Your Industry

A training vendor with a background in your industry will make their training more relevant. Don't forget to choose based on their credibility, and pay attention to their past clients.

Also ask about the success stories of previous clients. What measurable results have they experienced? You can also check whether the institution is legal, certified in its field, and other certifications.

Have an Experienced Trainer

In addition to assessing the credibility of the institution, ask about the trainer or presenter who will be providing the training material.

Find out the trainer's background, experience, and achievements. You can even research their social media to determine whether their characteristics align with your company's needs.

Choosing a trainer isn't just about experience in their field; you should also consider their delivery style, whether they're easy to understand, and whether they're experienced with executive groups.

Measuring Training Effectiveness

Deloitte recommends using learning analytics to measure training effectiveness and the ROI of development programs. Mature learning and development organizations consider learning analytics a key part of their strategy to connect learning to business results.

Therefore, it's important to ask training vendors how they measure the effectiveness of their marketing training.

Vendors Provide Post-Training Follow-Up or Mentoring

Providing a large amount of dense material over several days can sometimes overwhelm participants. As a result, when they practice in their daily lives, they may be confused about which part to work on first.

It's best if your company chooses a training vendor that provides post-training follow-up or mentoring. This ensures that if participants experience any confusion during the actual training, they still have the opportunity to consult with the trainer.

Material Personalization

Look for a vendor whose first step when dealing with clients is to listen to the needs of your company's marketing team. Don't look for a vendor that already has a pre-packaged material package that can't be changed without consulting you.

A vendor that tailors its material to your company's needs will make the training feel real, as the training addresses existing skills gaps.

Take Your Time Choosing a Marketing Training Program Vendor That Can Generate ROI

Don't invest in a training institution that doesn't deliver tangible results for your company. Ultimately, the effectiveness of the training depends on the commitment of the participants.

However, participant engagement is also influenced by the material, delivery style, and training methods provided by the vendor.

When a marketing training program vendor provides new material and information in a novel way, participants will be more enthusiastic.

Research shows that the human brain truly enjoys novelty and learning. Learning new things increases dopamine, which can create a feeling of pleasure and enthusiasm when learning something new.

Prasmul-Eli has mastered the five important criteria mentioned above. Regarding credibility, Prasmul-Eli's institution has undoubtedly become a top-of-mind resource for businesspeople seeking new business learning.

Prasmul-Eli's trainers are practitioners with academic backgrounds, ensuring their expertise is well-grounded.

Every training program at Prasmul-Eli is ISO 9001:2015 certified. The material presented is personalized to your company's needs.

If you're looking for an impactful marketing training program, you can enroll your company's marketing division employees in Prasmul-Eli's marketing management training program.

Look for a marketing training provider that truly meets your company's needs and can provide measurable results.

Supply chain management has become the backbone of company operations. However, in this era of disruption, supply chain management faces various challenges that push companies to adapt, one of which is by conducting supply chain management training.

The Wall Street Journal reports that geopolitical tensions, labor disruptions, and natural disasters continue to put pressure on global supply chains, pushing companies to adopt risk management strategies and new technologies to gain a competitive advantage.

Supply chain management training can be a solution for companies to remain adaptive and resilient in managing risks that occur in global supply chains.

A study conducted by consulting firm Oliver Wyman found that businesses that invest in supply chain resilience experienced an average revenue growth of 23% from 2018 to 2023, compared to a 15% growth experienced by other companies.

Therefore, this discussion will examine how supply chain management training can positively impact a company's revenue growth and operational efficiency.

The Need for Supply Chain Management Competencies in the Digital Age

In a business context, the supply chain can be considered the lifeblood of a business. A supply chain is a series of processes or activities that occur from raw materials to finished products, reaching consumers.

Supply chain management, on the other hand, is the method or process of organizing and managing all stages of the supply chain so that it runs smoothly, efficiently, and reduces costs.

The goal of the supply chain management process is to ensure products reach consumers on time, maintain quality, and save costs.

In the digital era and the Industrial Revolution 4.0, the need for competencies in the supply chain is undergoing a significant transformation. Digitalization is a crucial solution for addressing various operational challenges across various industries.

Required competencies now include the ability to utilize advanced technologies such as in-depth analytics, automation, and machine learning to increase productivity, flexibility, and speed in supply chain operations.

Companies that have successfully adopted digital technologies have proven to produce tangible results, such as up to a 30% reduction in inventory and cost of goods sold, a 50% reduction in quality costs, and up to a 30% increase in productivity and cash flow. Furthermore, digitalization also contributes to the ecological efficiency of the supply chain.

To address these challenges, competence in modernizing supply chain information technology systems is crucial, including the ability to redesign processes, select the right technology vendor, and create a digital implementation roadmap.

The ability to implement integrated business planning (IBP) is also crucial. Organizations that are proficient in IBP are able to significantly increase operating profit (EBIT) and reduce shipping costs and the risk of delivery failures.

The Impact of Supply Chain Management Training on Company Efficiency and Competitiveness

To create a resilient and adaptive supply chain management in this digital era, companies must continuously learn. The most common learning process is supply chain management training.

By participating in supply chain management training, companies expect their supply chain processes to become faster, more economical, and more efficient, and thus improve their competitiveness.

Appropriate and tailored supply chain management training will have a positive impact on the company's supply chain management process.

The Council of Supply Chain Management Professionals (CSCMP) highlights the benefits of properly managed supply chain management.

Improving Customer Service through Effective Supply Chain Management

Excellent customer service relies heavily on a company's ability to meet basic consumer expectations regarding products and services.

Customers expect the products they order to be available in the right variety and quantity, and to be available at the right location when needed.

For example, an auto repair shop must have the necessary parts in stock to repair a customer's vehicle on time. Otherwise, customers will have to wait longer, which will decrease their satisfaction.

Furthermore, timely product delivery is also crucial. Delayed product arrivals, such as a pizza arriving two hours after ordering or a Christmas gift not received until December 25th, can disappoint customers and undermine their trust in the company.

Equally important, fast and responsive after-sales support, especially in emergency situations, is highly expected by customers.

Delays in this service can lead to significant dissatisfaction.

By managing the supply chain effectively and ensuring these aspects are met, companies can increase customer satisfaction and build long-term loyalty.

Reducing Operational Costs

Supply chain management training helps companies reduce various critical operational costs.

In terms of purchasing, an efficient supply chain allows retailers to receive expensive products quickly, reducing the need to hold expensive inventory for long periods.

On the production side, a reliable supply chain ensures that raw materials arrive on time, avoiding production disruptions that can lead to significant losses.

Furthermore, effective supply chain network management helps reduce total supply chain costs, allowing companies to meet customer needs at the lowest cost and remain competitive in the market, such as Dell's approach of building computers to order to avoid large inventory costs and the risk of obsolete technology.

Improving a Company's Financial Condition

Effective supply chain management can significantly improve a company's financial position. By controlling and reducing supply chain costs, companies can dramatically increase profits.

Furthermore, efficient supply chain management reduces the need for large fixed assets such as factories, warehouses, and vehicles, thus saving significant capital investment.

Furthermore, accelerating the flow of products from production to customers also improves a company's cash flow, as invoices can be issued more quickly and revenues can be received more quickly, ultimately strengthening the company's financial health.

Improve Your Company's Supply Chain Management Process with the Right Training

An efficient supply chain management process will provide benefits for the company, consumers, and external parties.

For the company, the company can produce products that consumers need at optimal costs and with a fast process, thus avoiding competition.

Meanwhile, consumers can obtain products that meet their needs at prices that are relevant to them.

For external parties, especially the public, there are numerous benefits, such as improving human sustainability, improving human health, and protecting people from the dangers of extreme climate change.

Is your company's supply chain management process having a positive impact on all parties? Is the entire process faster, more efficient, and providing superior value to the company?

If the answer is still no, now is the right time for your company to invest in the right supply chain management training.

For example, Prasmul-Eli's supply chain management training provides operational and non-operational managers with a basic understanding of Supply Chain Management relevant to current business practices, enabling them to expand their business knowledge by understanding the interconnectedness of their functions within the overall business network and ecosystem.

The challenges companies face in the era of disruption encourage them to continuously prepare learning processes for their employees. One way to do this is by designing learning processes using a training needs analysis (TNA).

Businesses now face multidimensional challenges such as the challenge of human resources across generations with varying characteristics, constantly changing regulations, volatile market conditions, technological disruption, and other challenges.

The shift to a digital and knowledge-based economy makes a dynamic workforce more important than ever.

Research conducted by Ocean Tomo in the Intangible Asset Market Value Study shows that a significant percentage of the market capitalization of public companies is based on intangible assets: skilled employees, exceptional leaders, and the company's knowledge.

The study's findings emphasize the crucial role of human resource management and development in creating long-term value for organizations in this digital age.

Therefore, designing human resource development programs that align with business objectives is a top priority.

To ensure that human resource development programs align with these objectives, businesses need to conduct a training needs analysis, which will be discussed in this section.

What is a Training Needs Analysis?

Training Needs Analysis (TNA) is a systematic process used by organizations to identify gaps between the skills, knowledge, and competencies currently possessed by employees and those required to achieve future organizational goals.

This process is crucial to ensure that designed training programs are relevant, effective, and efficient in improving individual and organizational performance.

McKinsey emphasizes that learning strategies must align with the organization's business objectives.

Through an in-depth needs assessment, the learning & development division can ensure that training programs support the company's strategic priorities, such as digital transformation or leadership development, thus positively impacting business performance.

Why Do Companies Need a Training Needs Analysis (TNA)?

When designing job training or human resource development programs, the desired outcome is a return on investment (ROI).

ROI, in this case, refers to whether the investment the company makes in a training institution has a positive impact on the company, not only on revenue but also on other factors such as improved work ethic and the like.

However, in practice, companies face several challenges in achieving ROI from their job training investments. These challenges include:

Performance and Skills Gap.

Many businesses face a gap between the skills possessed by employees and the skills needed to achieve organizational goals. This can lead to decreased performance, operational errors, or an inability to adapt to market or technological changes.

Budget Limitations for Effective Training

Many organizations have limited training budgets. Without a clear analysis, training can be unfocused, ineffective, and even wasteful.

Difficulty in Aligning Training with Business Goals

Many companies struggle to ensure that their training programs truly support strategic business goals, such as increasing innovation, efficiency, or digital transformation.

To address these challenges, training needs analysis is the solution. By using training needs analysis, companies can identify specific areas requiring skills improvement.

Furthermore, companies can prioritize the most relevant and urgent training based on the organization's specific needs.

The next most important aspect is that training needs analysis helps align learning with business goals by identifying training needs directly related to the organization's strategic initiatives.

What are the Training Needs Analysis Methods?

There are several ways to conduct a training needs analysis within a company that can be applied to determine what training is suitable to support business goals.

1. Surveys and Questionnaires

Surveys and questionnaires are among the most common methods used to collect data regarding training needs within an organization.

Through surveys, organizations can efficiently reach a large number of employees and identify areas where they feel they lack skills or need further development.

These surveys can include a variety of questions focused on skills that need improvement, skills needed, challenges faced in daily work, and the types of training that are most beneficial.

While this method offers the advantage of efficiency and data collection from a large number of respondents, the results can be influenced by respondent subjectivity, which may not always provide an accurate picture of actual training needs.

2. Interviews

Interviews are a more in-depth method where the assessor speaks directly with the employee or manager to gain insight into training needs.

Through interviews, organizations can explore more complex issues and gain a more personalized perspective on skills that need improvement or development.

Interviews can be conducted individually or in groups, depending on the organization's needs. This method allows for more contextual and in-depth information about the challenges employees face in their work.

While interviews provide richer insights, they are more time-consuming and expensive, and may produce data that is not always generalizable to the entire organization. Due to time constraints, only a small sample size can be collected.

3. Observation

Observation is a method used to directly observe employees performing their daily tasks.

By observing how employees perform their jobs, assessors can identify skills gaps or areas where employees may be experiencing difficulty.

Observation provides direct insight into employees' work practices and provides insight into the effectiveness of their skills in a real-world work context.

The main advantage of this method is its ability to provide objective and practical assessments. However, observations are time-consuming and must be conducted carefully to avoid observer bias that could influence the analysis results.

4. Performance Data Analysis

Performance data analysis involves examining existing data, such as performance evaluations, customer feedback, or other performance reports, to identify skills gaps or issues.

This data can provide a clearer picture of where employees may be underperforming or need further training.

Using performance data as the basis for a training needs analysis allows organizations to focus on areas that truly require attention, which in turn can optimize training resources.

While this data is objective and results-based, its weakness is that it doesn't always capture all aspects of skills that may need improvement, especially those not directly visible in performance results.

5. Focus Group Discussion (FGD)

A Focus Group Discussion (FGD) is a method that involves a group discussion among employees or managers to discuss skills that need to be developed and challenges they face in their work.

Through focus group discussions (FGDs), organizations can gain a more holistic perspective on training issues that may not be readily available through other methods.

These group discussions provide an opportunity for participants to share their views and experiences regarding the training they feel is needed.

The advantage of this method is that it allows for a deeper and more open understanding of the issues at hand.

However, FGDs can also be affected by group dynamics, where participants may not always feel comfortable speaking honestly or sharing views that differ from the majority.

6. Job Analysis

Job analysis is a method used to analyze the roles and responsibilities of a specific job and identify the skills and competencies required to perform that job effectively.

This method allows organizations to map training needs based on specific roles within the company, ensuring that the training provided is relevant to the job's duties and responsibilities.

Job analysis provides a very clear guide to the skills required for each position within the organization. While very useful, this process can be time-consuming and requires a high level of analytical skills to ensure that the results are accurate and applicable.

7. Benchmarking

Benchmarking involves comparing an organization's performance and skills against industry standards or competitors.

By comparing performance and skills data with other companies with similar success, organizations can identify areas where they need to improve their skills to remain competitive.

Benchmarking provides insight into best practices implemented by competitors and can provide an overview of industry standards that need to be achieved.

While this method is very useful for assessing an organization's position compared to its competitors, the results are highly dependent on the relevance and appropriateness of the industry standards used for comparison.

When Should Companies Use Training Needs Analysis?

You already know how important training needs analysis is in aligning human resource development processes with business goals.

The next question is when is the best time for a company to conduct a training needs analysis?

The best time to conduct a training needs analysis is after the year-end performance appraisal. Annual performance appraisals provide a clear picture of each employee's strengths and weaknesses.

However, the best time isn't limited to the year-end performance appraisal. Other times include strategic changes within the organization, at the beginning of the year or Q1, when new product development is underway, or when performance is underperforming.

You can conduct a training needs analysis with an internal team or use a corporate program from Prasmul-Eli, trusted by many multinational companies.

Let's start designing employee learning that aligns with business goals. So not only employees reap the benefits, but the company also experiences a positive impact in terms of operations.

Self-assessment is no longer foreign to companies, self-assessment is an assessment method to measure a person's ability based on certain indicators.

Based on research from McKinsey in the McKinsey Center for CEO Excellence, the CEO's influence contributes 45% in terms of improving company performance. Seeing how important the role of the CEO is in the company, the CEO should also conduct a self-assessment and improve his/her skills.

Why does the CEO need to conduct a self-assessment, what is the urgency, and how to implement it will be discussed in this discussion.

What is Self-Assessment for a CEO?

Referring to the meaning of the word assessment according to the Oxford dictionary, assessment means an assessment or estimation of a person's nature, quality, or ability.

So what is self-assessment? Self-assessment is an assessment of our abilities or qualities based on certain indicators.

By conducting a self-assessment, you can find out the gap or gap between the abilities you currently have and the abilities needed in your current job position.

For a CEO, self-assessment is also important. Because the CEO has a big influence on the success of a business or company, the CEO needs to continue to improve his/her abilities.

The CEO will also be seen by his/her employees as a role model from whom they can learn a lot of practical knowledge.

If the CEO does not improve his/her abilities, then how will the employees be able to follow in his/her footsteps?

Indirectly, when the CEO continues to improve his/her abilities and knowledge, it will form new leaders who are inspired by him/her.

Why Do CEOs Need to Conduct Self-Assessments?

Referring to the results of McKinsey's research in the McKinsey Center for CEO Excellence CEAT Database, the biggest challenge for a CEO is interacting with the board of directors, connecting with policy makers, and allocating resources.

In the research, CEOs have the advantage in managing their personal effectiveness, but when it comes to dealing with the board of directors and policy makers, they still find it difficult.

Many CEOs feel less confident in establishing and prioritizing relationships with key stakeholders.

Through self-assessment, CEOs can remap who the key external actors are and develop a more proactive and impactful engagement strategy for the company.

Self-assessment is an important tool for a CEO to honestly evaluate the effectiveness of his/her leadership in carrying out the four main functions of executive leadership, namely determining direction, aligning the organization, building relationships with stakeholders, and managing oneself.

Thus, the main purpose of self-assessment for a CEO is not just to assess past performance, but to identify areas of improvement that may have been overlooked due to internal bias, job pressure, or old habits.

How do CEOs assess their own performance?

There are various ways for CEOs to assess their own performance. The CEO performance assessment will focus on the strategic level.

The factors assessed in the CEO performance assessment are not only about the CEO's vision and mission, but also about the capacity to make cross-functional decisions that have a major impact on the company's future.

Therefore, the aspects that need to be evaluated at the strategic level concern competencies in the following aspects:

Finance

The financial assessment will assess and evaluate the CEO or leader's ability to the company's financial structure, cash flow management, financial risk, investment decision making, and value creation for shareholders.

A CEO is responsible for the growth of the company's value and long-term financial health. A deep understanding of financial aspects allows the CEO to make sound data-driven decisions, such as capital allocation, cost control, profitability analysis, investment and financing planning.

If the CEO does not have the right assessment from a financial perspective, then the CEO is at risk of making misguided decisions, such as unmeasured expansion or investments that do not generate adequate returns on investment.

Commercial

A competency assessment in the commercial area will measure the CEO's ability to understand market dynamics, manage product portfolios, form pricing strategies, and maintain the company's commercial competitiveness.

With rapid market disruption and development, the CEO needs to provide direction or adaptation that allows the company to remain relevant to market dynamics.

When the CEO continues to sharpen his strategic skills in the commercial area, he will make decisions not only based on intuition, but also on strategies based on strong market analysis to drive revenue growth.

Human Capital

Leadership skills are the main skills that a CEO must have. Assessment in this human capital area will examine the CEO's leadership in managing talent, building organizational culture, increasing employee productivity, and developing a competitive performance management system.

Assessment in this area is important for the CEO, because human resources are the main element in a company. Quality human resource management will produce quality company products.

By conducting a self-assessment in the human capital area, the CEO will be able to evaluate the management of human resources, not only operationally, but also about how to build a work culture that encourages these human resources to become the best version of their performance.

Operation (Operational)

The assessment in the operational aspect will assess the CEO's effectiveness in managing business processes, supply chain efficiency, quality control, and operational scalability in supporting company growth.

This assessment is important because no matter how great a strategy is, it will fail if it is not supported by a solid, efficient, and scalable operational process.

With this aspect assessment, the CEO will be able to see the gaps that occur in the operational area. So that they can determine a strategy to eliminate these gaps.

Technology (Technology)

Since the COVID-19 pandemic hit, the implementation of technology in a company has become a necessity. For this reason, the technology area competency assessment will assess the CEO's understanding of digital technology and the digital transformation needed to support innovation, efficiency, and data and system security.

This technology area assessment is important because many business failures today are not due to a wrong vision, but because they are slow to adapt digitally or fail to execute a comprehensive technology transformation.

What is the urgency of assessing CEO competencies in these five areas? Here is the urgency:

Cross-Functional Competency Reflection

Self-assessment in the five essential areas provides an objective picture of strengths and areas for development across strategic business functions.

Encourage More Data-Based Decision Making

This assessment will help align decisions for the CEO with strong data and insights from various organizational perspectives.

Improve Development Priority Mapping

The results of this assessment become the basis for the CEO to follow an executive development program or mentoring that is truly relevant to the identified gaps.

Increase Board & Investor Trust

Recommendations from this assessment will help increase the credibility of the CEO as a leader who is not only intuitive, adaptive but also systematic and measurable in making decisions.

Improve Company Performance with Personalized Self-Assessment for Your Company Leaders' Needs

From the explanation above, self-assessment is not only important for company employees, but even more important for CEOs or managerial leaders in the company.

Strategic assessments in five essential business areas in Prasmul-Eli are called the Strategic Qualification Assessment Program.

The Strategic Qualification Assessment Program is designed for company managerial leaders to improve technical capabilities at the management or strategic level.

With a data-based approach and standardized evaluation methods, the Strategic Qualification Assessment Program (SQAP) helps leaders understand where their current strengths lie, and which aspects still need to be improved to face increasingly complex business challenges.

In today's era of uncertainty and digital acceleration, a leader's ability to balance technical skills and strategic leadership is the key to a company's competitive advantage to continue to improve its performance.

ESG (Environmental Social, and Governance) has become quite popular in corporate operations since 2005, surpassing the popularity of the term CSR (corporate social responsibility).

Many businesses and companies implement ESG in the implementation of their business practices and as part of the company's goals.

This is evident from the Sustainability reporting in focus from the G&A Institute in 2021 which stated that more than 90% of companies listed on the S&P 500 (Standard & Poor's 500) stock exchange in the United States have published ESG reports in various formats.

Post COVID-19, an observation conducted by the Center for Corporate Reputation Oxford University, found that when the stock market collapsed, companies on the Nasdaq that had a strong ESG implementation track record could outperform companies with a low ESG track record.

Implementing ESG in business is no longer just following trends, but as a social responsibility, concern for the environment, and conservation of natural resources.

Today's business world cannot only focus on pursuing finances alone. It is necessary to balance environmental and social aspects with the profit goals being pursued.

By understanding ESG, companies not only balance their business processes but are also able to identify and mitigate business risks.

Therefore, this article will discuss what ESG is and how ESG plays a role in mitigating business risks.

What is ESG?

Environmental Social and Governance (ESG) is a business framework used as a parameter in company operations that focuses on environmental and social impacts.

ESG is closely related to sustainability and long-term business. The issue of sustainability is a concern for many parties. Focusing on sustainability values ​​is not just an option but has become essential for business.

In Indonesia itself, the OJK has released a regulatory mandate for private companies, companies registered in Indonesia, and financial companies to submit sustainability reports through OJK Regulation Number 51/POJK.03/2017.

What are the Main Components of ESG?

ESG has three main components that are useful for measuring the sustainability, social impact and governance aspects of a company.

The three main components of ESG are environmental, social, and governance

The right implementation of ESG can drive company performance which leads to increased company profits and risk mitigation.

The following are the three main components of ESG

Environmental

Focuses on how a company's operations impact the environment. This includes issues such as carbon emission management, renewable energy use, natural resource sustainability, waste management, and other impacts on the ecosystem.

Social

This social component measures how a company treats its social stakeholders. This includes human rights, working conditions, community engagement, diversity and inclusion, and the company's relationship with consumers and the community.

Governance.

Focuses on how the company is managed and supervised. This includes transparency in decision-making, leadership structure, risk management, minority shareholder protection, and ethics in conducting business.

As attention to sustainability and responsible investment increases, ESG has become an increasingly important factor in investment decision-making and business strategies around the world.

What are the indicators of ESG?

What are the indicators to measure the success of ESG implementation? The following indicators are provisions for planning a sustainable business.

The following are ESG indicators that companies often apply.

1. Environmental Indicators

Environmental indicators include how operational impacts from upstream to downstream impact the environment. The indicators include the following:

• Management of greenhouse gas emissions.
• Climate change mitigation strategies.
• Efficient use of energy, water, and raw materials and waste reduction.
• The impact of company operations on ecosystems and biodiversity.

2. Social Indicators

The indicators measured in the social aspect are not only human resources within the company, but also external to the company. The following are social indicators that can be parameters:

• Interaction with the community, customers, and the wider community.
• Working conditions, safety, work-life balance, and employee satisfaction.
• Efforts to create an inclusive and diverse work environment.
• Participation in social activities and contribution to community welfare.

3. Governance Indicators

Transparent and effective governance is a parameter for company operations that have a positive impact. Here are some indicators related to organizational governance:

• Transparency in reporting and decision-making.
• Board of directors composition, independence, and diversity.
• Compliance with laws, regulations, and ethical standards.
• Identification, assessment, and mitigation of risks faced by the company.

What are the Benefits of ESG for Companies?

Investing in implementing ESG (Environmental, Social, and Governance) in a company is not only about meeting social and regulatory demands, but also a strategic step that can improve financial performance and long-term competitiveness.

Here are some of the benefits that companies can get by implementing ESG:

1. Improved financial performance and risk reduction.
2. Increased revenue growth.
3. Cost reduction.
4. Increase positive impact on stock performance.
5. Minimization of regulatory and legal intervention.
6. Increased employee productivity.
7. Optimization of investment and capital expenditure.
8. Investor preference for businesses with a positive ESG reputation.

How can ESG mitigate business risks?

ESG can help companies identify and manage risks related to external factors that may not be reflected in traditional financial analysis.

In a McKinsey interview with a former UPS CFO, he stated that adopting frameworks such as the Sustainability Accounting Standards Board (SASB) helps companies measure, manage, and disclose material ESG risks. This allows companies to identify potential risks early and take appropriate mitigation steps.

By engaging ESG principles, companies can mitigate potential risks from:

1. Environmental Risks

Climate change, stricter environmental regulations, and potential ecosystem damage can threaten a company’s operations. Companies that are proactive in reducing carbon emissions and adopting environmentally friendly business practices can be better prepared to face these challenges and mitigate risks related to reputational damage and legal compliance.

2. Social Risks

Social issues such as labor inequity, human rights, and diversity within a company can pose litigation or reputational risks. Integrating social principles into ESG, such as ensuring a fair and diverse work environment, helps mitigate potential social conflicts or customer and employee dissatisfaction.

3. Governance Risks

Poor governance practices, such as a lack of transparency and oversight, can increase the risk of fraud, corruption, or poor decision-making. Companies that implement strong and transparent governance principles are more resilient to legal and reputational risks that can arise from mismanagement.

By actively managing and mitigating ESG risks, companies not only improve their resilience to external issues but also create opportunities for long-term growth.

What are the Benefits of ESG in Risk Management?

Effective risk management through the implementation of ESG offers a variety of direct and indirect benefits to companies, including:

1. Reduced Financial Risk caused by environmental disasters, social litigation, or governance crises.
2. Increased resilience to crises, whether economic, social, or environmental.
3. Reduced market uncertainty so that companies can better respond to changing market dynamics.
4. Increased investor, consumer, and stakeholder confidence.

How to Integrate ESG in the risk management process?

Integrating ESG in risk management involves several strategic steps, such as the following:

1. Identify Your Company's Material ESG Issues

Identify ESG issues that are relevant and material to your company. These material issues are factors that have a significant impact on the company's performance and can influence stakeholder decisions (investors, consumers, regulators, etc.).

Some things to consider in identifying material ESG issues include:

1. Environmental issues such as carbon emissions, waste management, and use of natural resources.
2. Social issues such as human rights, diversity, labor conditions, and community engagement.
3. Governance issues such as transparency of company management, board of directors oversight, and anti-corruption policies.

2. Audit Your Company's ESG Risk

After identifying material issues, the next step is to assess the potential ESG risks that could affect the company. This is a very important step to understand the potential impacts of each identified ESG issue.

Through this risk assessment, companies can understand the impact and probability of risks that may arise from existing ESG issues, as well as how to assess how much they will affect the company's sustainability and reputation.

3. Develop Your Business Risk Mitigation Strategy

After assessing ESG risks, the next step is to develop a strategy to reduce or avoid these risks. This mitigation strategy should include concrete steps that the company can take to reduce the negative impacts of the identified ESG issues.

This strategy should be aligned with the company’s business priorities and may involve changes in operational processes, internal policies, and training for employees and management.

4. Monitor and Report Your Company’s ESG Progress

The final step is to monitor and report on the progress of ESG implementation in risk mitigation. This is important to ensure that the company remains on track in its ESG risk mitigation efforts and to be able to evaluate how effective the strategies implemented are.

This monitoring and reporting process will also help companies make further adjustments to the mitigation strategies that have been implemented if necessary.

List of Companies that Successfully Implement ESG based on LSEG

In 2024, the London Stock Exchange Group (LSEG) released a list of 50 Indonesian companies with the best ESG scores.

The assessment was carried out with a combination of qualitative and quantitative to maintain data accuracy and consistency.

On a scale of 1-100, here are the ESG scores obtained by 10 large Indonesian companies that are included in the list of 50 Indonesian companies with the best ESG scores:

1. PT Bank Rakyat Indonesia Tbk (BBRI), ESG Score: 86
2. PT Indo Tambangraya Megah Tbk (ITMG), ESG Score: 85
3. PT Bumi Resources Tbk (BUMI), ESG Score: 85
4. PT Bank Negara Indonesia Tbk (BBNI), ESG Score: 83
5. PT Bank Mandiri Tbk (BMRI), ESG Score: 83
6. PT Bank Central Asia Tbk (BBCA), ESG Score: 79
7. PT Bukit Asam Tbk (PTBA), ESG Score: 80
8. PT Vale Indonesia Tbk (INCO), ESG Score: 78
9. PT Unilever Indonesia Tbk (UNVR), ESG Score: 80
10. PT Semen Indonesia Tbk (SMGR), ESG Score: 71
11. PT Kalbe Farma Tbk (KLBF), ESG Score: 68
12. PT Surya Citra Media Tbk (SCMA), ESG Score: 66

Mitigating Your Business Risk with ESG Implementation

Risk management is not only based on financial reports. However, now it can be seen from ESG parameters. So that the visible business risk can be even broader.

By being able to identify and mitigate business risks, this prevents deeper losses. It can even identify opportunities that exist from each risk.

Companies that manage ESG risks well can increase their resilience to crises, gain competitive advantages, and attract more investors and customers who care about sustainability.

Has your company started integrating ESG into its business strategy?

The ESG in Action Workshop: From Plan to Impact from Prasmul-Eli can be the main foundation for aligning understanding about the implementation of ESG in business strategy.

Let's mitigate business risks for better opportunities.

Project management skills are now a strategic need for companies that want to improve the effectiveness of project implementation and business competitiveness. Thus, the need for project management training is increasing.

In an era marked by high uncertainty and complexity, businesses that master project management will be able to deliver relevant products to consumers faster.

Due to the urgency of project management skills, companies are competing to include their employees in project management training.

Based on data from the Project Management Institute (PMI), organizations that invest in project management training have a 38% higher chance of completing projects successfully.

This training not only introduces popular methodologies such as Agile and Scrum, but also develops important soft skills such as leadership, time management, and data-based decision making.

Project Management Training Material

In an increasingly complex and competitive business environment, project success depends not only on big ideas, but on structured and measurable execution.

Based on PMI's 2023 Pulse of the Profession report, organizations that implement comprehensive project management practices successfully complete 76% of their projects on time and on budget, a figure far above the global average.

Here are five core materials that are usually found in project management training.

1. Project Planning and Implementation

The planning stage is the main foundation for the success of a project.

In this material, participants will be equipped with the skills to prepare a strong Project Charter as a formal foundation for the project, conduct stakeholder analysis to understand the expectations of various parties, and build a structured project roadmap.

According to the Harvard Business Review, failure in planning contributes to 37% of total global project failures.

This training helps teams formulate a clear scope, set SMART (Specific, Measurable, Achievable, Relevant, Time-Bound) goals, and prepare a work breakdown structure (WBS) as a basis for implementation.

2. Project Scheduling and Time Management

Effective time management is the main differentiator between successful projects and projects that miss schedule.

In this material, participants will learn various proven scheduling techniques such as the use of Gantt Charts, Critical Path Method (CPM) for critical path analysis, to Agile Sprint Planning for iteration-based projects.

McKinsey's findings in 2022 stated that projects that implement system-based time management can shorten the duration by up to 30% more efficiently.

Participants will also learn dependency management to avoid obstacles.

3. Project Budget and Cost Management

Accuracy in cost management is crucial to maintaining the financial health of a project.

In this material, participants will be trained to prepare a budget baseline, calculate cost estimates accurately, and manage project expenses with high discipline.

PMI data shows that 27% of projects experience budget overruns because they do not have adequate cost control mechanisms.

This training includes Earned Value Management (EVM) techniques and cost variance analysis.

4. Project Risk Identification and Management

Risk is an inevitable part of every project, but with the right approach, risk can be managed effectively.

This material equips participants with the skills to identify risks using methods such as SWOT Analysis and PESTEL Framework, conduct risk impact analysis, and develop realistic and applicable mitigation plans.

Gartner research in 2024 noted that organizations with a proactive risk management system are 60% more likely to complete projects on schedule.

5. Resource Management and Project Leadership

A successful project is not only determined by the technical plan, but also by the quality of leadership that drives the team.

In this material, participants will learn to optimize resource allocation efficiently, build effective cross-functional communication, and develop a situational leadership style that is adaptive to team dynamics.

Based on a Gallup report, teams led by project managers with good leadership skills recorded a 21% increase in productivity.

This material is designed to form project leaders who are not only able to coordinate tasks, but also inspire and empower teams to achieve peak performance.

Learning Methods in Project Management Training

In the world of professional training, the effectiveness of learning is largely determined by the methods used.

Project management training is not enough to just convey theory, it must be able to transform knowledge into real skills.

According to the 2023 Training Industry Report, the combination of active learning and hands-on experience can increase participant retention by up to 75%, much higher than traditional lecture methods.

Therefore, project management training programs need to be designed using a practice-based approach and high interactivity.

Here are some learning methods used in project management training.

1. Mini Interactive Lectures

The core material is delivered through short presentation sessions lasting 10-20 minutes, enriched with open questions, digital polls, and quick quizzes.

According to Harvard Business School, the interactive lecture method can increase participant participation by up to 60% higher than passive lectures.

This format ensures that participants are not just passive listeners, but are actively thinking and cognitively involved from the start of the learning session.

2. Exercises and Simulations

Each module is designed so that participants directly apply concepts to real case study-based exercises or industrial project simulations.

A study by the Association for Talent Development (ATD) shows that simulation-based training increases knowledge transfer to the workplace by 63%.

In this session, participants play the role of project managers, managing budgets, schedules, and risks in realistic scenarios that mimic real-world challenges.

3. Group Discussions

Small-group discussion sessions are integrated to deepen participants' understanding and build cross-department collaboration.

According to a 2024 McKinsey study, peer-to-peer discussions in training can increase solution creativity by up to 40%.

These discussions encourage participants to share experiences, exchange perspectives, and develop effective strategies in dealing with project complexity.

4. Gamification

To increase motivation and create positive competitiveness, this training implements gamification elements such as leaderboards, achievement badges, and team challenges.

Deloitte research shows that training programs that integrate gamification can increase participant engagement by up to 83%.

This method has been proven to be effective in encouraging active participation, accelerating the learning process, while creating a fun learning atmosphere that is still oriented towards achieving real results.

Through a combination of various learning methods, the project management training held is not only informative but also transformative.

Each participant is encouraged to learn actively, hone critical thinking skills, and collaborate in real situations that reflect the complexity of projects in the world of work.

Let's Learn Project Management Training from the Best Institution
Project management training is not only a necessity, but also a strategic necessity for organizations that want to excel amidst the complexity of modern business.

With training that is systematically designed and based on global best practices, companies can build project teams that are more adaptive, collaborative, and able to execute strategies effectively and strengthen business execution.

Investment in project management training has been proven to not only increase project success rates, but also have a direct impact on cost efficiency, employee satisfaction, and long-term competitive advantage.

To get project management training results that can strengthen business execution, The Real Project Management training from Prasmul-Eli can accommodate your company's needs.

Now is the time for your organization to take proactive steps to strengthen the foundation of project management to drive business growth.