NB-MAP provides customized workforce strategies, education and tools to trades businesses enabling the development of an in-house learning culture.
We assist our partners in managing this organizational transformation; we use education to enable this cultural change.
At NB-MAP we've partnered successfully with employers of the skilled trades, customizing and executing our approach with small contractors, union locals and major construction employers.
These organizations are all committed to building a sustainable workforce and skills supply, to ensure continued rates of high productivity and excellence in customer service.
When you engage with NB-MAP for customized HR Services, you can expect some version of the following process:
- Workforce assessment: clearly identify and understand challenges, risks, strengths and opportunities
- Workforce engagement and consultation: every team member, from C-level executive to frontline apprentice, has an important role in creating a workplace learning culture
- Customize NB-MAP process and curriculum: address the unique needs of your staff/members and customers
- Proven adult learning methods: MAP curriculum delivery is guided by proven adult learning techniques and the recognition that learning abilities vary greatly in the workforce
- On-going client support: more than just a course, the NB-MAP team provides on-going support to our clients to ensure quality program delivery and the achievement of program goals
- Measurement and monitoring: impact assessment is a critical and mandatory component of the MAP process
Our clients who have taken the step of creating an in-house mentor program have experienced benefits beyond improved quality of apprentice training. The most common benefits reported by NB-MAP clients include:
- Improved quality of apprentice training
- Improved team communication (universal, not just with apprentice)
- More effective and respectful communication
- Less fear/avoidance of constructive feedback
- Improved consistency in apprentice training
- Improved relationships between mentor and apprentice
- More journeypersons want to become mentors
- More team members actively engage with an apprentice, supporting their professional development and also supporting their co-worker that has been assigned as the primary mentor
- Improved sense of team and increased teamwork skills observed
- Cyclical learning: mentors learning from apprentices
- Overall less confrontational as well as more supportive teams