Future Of The Training ..
Starts Here

About Us

Future of the Training ..
Starts here

Who are we ?

A limited liability company (professional, not academic) specializing in training, consulting, and educational services, registered in London - the United Kingdom, and has branches in several countries  We work to raise , deploy and document-training sector with international standards according to the British training school. We established special curricula for (trainer's adoption – training packages designs).
The BBTC® offers  multiple trainings, curricula and credits programmers according to the standards which were especially designed to meet all individuals, companies and education foundations to access the highest professional training's levels.

Our Mission:
Contributing to document the quality and the effectiveness of the training in the world standards and create educational and social staff according to  international standards established by the board (ISAT™ – ISDTP™)

Our Vision:
Faithfully we work hard to be the best in applying the quality standards to adopt trainers and training curriculum By 2030.

Our Training Philosophy:
Training is one of the modernist disciplines in the world, that’s why it was requires to put consistent standards and compatible rules to insure great value outputs.
For that it's important to develop the curricula, trainers and the education foundations through applying modern standards of the training that established by the British Board according to multiple studies and researches conducted by the faculty in the British Board based on the latest knowledge and applications in the world,therefore the BBTC® was founded.

Accreditation

The BRI (British) Board of Training and Consulting Registered at Companies House in UK

No. 10473336

and Registered in UK Register of Learning Providers - UKRLP No. 10062939


Membership Terms

Please download the Identification File of the British Board for Training and Consulting

Identification Files

Trainer Accreditation Manual
http://british-board.uk/assets/att/mct.pdf

Center Accreditation File - CTC
http://british-board.uk/assets/att/ctcm.pdf

International Standards for the Design of Training Packages - ISDTP
http://british-board.uk/assets/att/isdtpsys.pdf

International Standards for the Adoption of Trainers - ISAT
http://british-board.uk/assets/att/isatsys.pdf

British Board - Identification File

Our Training Methodology

Simply we established our methodology according to the training standards and rules in the world 

which based on four training pillars:


Analysis and Evaluation

Analysis:
  • Checklist - training needs analysis contextual.
  • Checklist - analysis of the user's training needs.
  • Checklist - analysis of special needs work.
  • Checklist - analysis of the content of training needs.
  • Analysis of appropriate training needs.
  • Analyze your training needs of the profits - Costs.
  • Checklist - choose how training needs analysis.

Evaluation :

  • Evaluate before the training.

  • Evaluate during  the training.

  • Performance evaluation of the trainer and the trainee.
  • Evaluate after the training .

Participation and Practice

We believe that the best modern training methods is a training to participate and practice, it is presented and applied in training


Develop and Design

Measurement and Following Up.

Our Standers

Get to Know Our Curricula and Standards




International Standards for Adoption of Trainers ™ ISAT™

  • Certified Professional Trainer ( CPT) .
  • Advanced Professional Trainer  ( APT).
  • Coach Trainer - Assistant  (CT-A).
  • Coach Trainer (CT).
  • Coach Trainer - Specialist (CT-S) .
  • Master Trainer (MT).
  • Grand Master Trainer (GMT)

International Standards of Design the Training Packages™ ISDTP™

What is a Competency?
Competency models refer to collections of knowledge, skills, abilities, and other characteristics ( ISDTP™) that are needed for effective performance in the jobs.

FIRST,competency modeling is an important innovation in that it is a way to get organizations to pay attention to job-related information and employee skills in the management of employees. In fact, a key difference between job analysis and competency modeling may be that executives pay more attention to competency modeling. In that sense, competency modeling is a way to get job analysis into the mainstream of employee management decisions. Competency modeling could be considered the “Trojan Horse” for job analysis.

SECOND, they are often intended to distinguish top performers from average performers

THIRD, they often include descriptions of how the competencies change or progress with employee level.
 
FOURTH, the ISDTP™ are usually linked to the business objectives and Strategies That is, the ISDTP™ are described in a manner that highlights their relationships to the work or the objectives, or sometimes the ISDTP™ needed to achieve each objective are identified and grouped together. In addition, they are usually defined in terms of observable job behavior

FIFTH, they are developed top down rather than bottom up like job analysis. They not only start with gathering information from executives rather than lower level job employees like job analysis, but they usually start with defining the competencies for executive jobs and then work their way down.

SIXTH, competency models may consider future job requirements either directly or indirectly

SEVENTH, competency models are usually presented in a manner that facilitates ease of use

EIGHTH, typically, a finite number of competencies are identified, and applied across multiple functions or job families. Bounding the competency model in this way simplifies the human resource (HR) systems and facilitates comparisons across functions that support parity in systems like compensation and ease job movement across functions by illuminating similarities.

NINTH, and perhaps most importantly, competency models are used actively to align the HR systems

A TENTH, difference is that competency modeling is often more of an organizational development intervention that seeks broad organizational change (such as HR alignment) as opposed to a simple data collection effort. Characterizing competency modeling as OD incorporates how the competency modeling project is conducted