GCL Group
Logistics & Supply Chain Consulting

Training and Coaching

Training and Coaching

The increasing complexity of activities linked to supply chain management and logistics places enormous pressure on the knowledge of today’s logisticians.

The impact of globalization requires managers to have knowledge of international transportation and regulation; the desire to constantly reduce operation costs as a first priority necessitates automated procedures on the cutting edge of technology; the complexity associated with the motivation and management of human resources demands strong communication skills.

Over the last decades, human resources management has faced many challenges in order to increase business productivity and competitiveness in an ever changing environment. One of the most important challenges is to manage business restructuring while maintaining and increasing human resources’ confidence in senior management, as well as their mobilization to realize greater challenges.

Our objective is to maintain a constant commitment to developing a tight and harmonious link between each group of people involved in the project and the project itself. We align our actions with the aims of your new management software and in relation to the predictable reactions to your human resource changes.

Consequently, the reengineering of procedures requires tailored training programs in order to ensure greater success, and increase personnel productivity and motivation. Timely and continuous training constitutes without a doubt a means for organizations to perform and remain on the cutting edge of industry best practices.

The following principles govern our resource training and coaching offering:

  • Change management: Change planning and preparation, transition management, change management. Contribution to the creation of teams, assignment of roles and activities, as well as team and individual performance indicators.
  • Evaluation of workforce competencies: Revision of roles, responsibilities, communication processes, identification of conflicts and under-performance, evaluation of positioning and competencies, development of training needs.
  • Follow-up and transfer of knowledge (coaching): Establishment of coaching objectives, implementation of a follow-up procedure, process documentation, development of task descriptions, process for candidate selection.
  • Course content development: Definition of course objectives, identification of target audience, communication modes and frequencies, detailed documentation of content, training support, related material, evaluation.