IHETC
Train, hire and advance your teams
This section brings together 28 briefings written for a decision-maker: scoping a need, rolling out a scheme, handling a regulated topic, developing people, framing the relationship. Each states what you get, what it asks of you and the record it produces.
What each briefing gives you
These pages are written to be read between two meetings. Each keeps the same promise: it names what you get, quantifies it in supervised hours and Guinean francs, and describes the document that will stay in your files. Nothing is deferred to a prior conversation.
A named deliverable
Skills map, assembled pathway, dated statement: each briefing states what comes out, and when.
Recomputable volumes
Supervised hours, credits, durations, amounts: all counted on the catalogue, never rounded.
The split of roles
What you decide, what we run, and the time it asks of your internal lead.
The record produced
What stays in your files after the session, and what a third party can verify.
The section in figures
These counters are measured on the briefings themselves and on the deposited catalogue. They move the day a briefing is added or a module enters the base — which is why they are computed rather than announced.
- employer briefings
- 28
- sections written
- 126
- decision-maker questions answered
- 96
- modules ready to deploy
- 444
Of which 76 carry a table, a sequence, a breakdown or a set of figures.
Across 13 fields, plus 30 programmes and 72 professional titles.
How the briefings break down
Five stages, in the order of a real purchase. The fullest group is rollout: the moment when questions turn operational and decisions commit a calendar.
- Scoping the need
- 6 (21 %)
- Rolling out
- 7 (25 %)
- Trade topics
- 6 (21 %)
- Talent and pathways
- 5 (18 %)
- Framing the relationship
- 4 (14 %)
Where to start, depending on where you stand
Four entry points, depending on the question in front of you today. Each opens the matching group of briefings, and each briefing leads to the next.
- 01
You are still assessing the need
The skills audit, the annual plan and the requirements brief give the method. The 30 programmes display their amount without anyone needing to ask.
- 02
You have decided and you are rolling out
The ninety-day calendar, the internal academy, multi-site and offline field work cover the whole delivery.
- 03
You carry a regulated topic
Compliance, the site HSE line — 140 modules in the base — and team cybersecurity handle evidence as much as content.
- 04
You are developing your people
Skills-based hiring, validation of experience, internal mobility, tutoring and work-study all rest on the register's 360 blocks.
Browse everything
28 pages available
- Training a teamTraining a team with IHETC: forty-minute scoping, pathway assembled from 444 modules, rollout schedule, named tracking and a dated exportable statement.
- Skills auditCorporate skills audit: role-based framework, measured gaps, prioritisation by risk, and a map of the 72 professional titles available.
- Skills planBuilding an executable skills development plan: lines quantified in supervised hours, an annual cycle, budget trade-offs and a dated year-end statement.
- Requirements briefWriting a training brief in six headings: population, skill, context, time constraint, expected record, budget. With the wording that makes an answer costable.
- QuoteCorporate training quote: three price variables, component breakdown, public catalogue prices and everything the quote fully includes.
- WalkthroughCorporate walkthrough: 40 minutes on a real case, reporting dashboard, employee-side pathway, audit export produced live and handed over.
- Internal academyRunning an internal academy: roles and permissions, catalogue governance, update rhythm, the lead's weekly load and the thresholds that justify it.
- BespokeBespoke training produced from your procedures: documents expected, your experts' time, sign-off before publication, content freeze during the session.
- 90-day rolloutNinety-day training rollout calendar: milestones, deliverables per phase, decisions expected on your side and scheduling pitfalls.
- Multi-siteRolling out consistent training across several sites: identical content, framed local adaptation, reporting consolidated by site, region and department.
- Field and offlineField training on phones and offline: module downloads, running without a network, timestamped syncing, short formats and materials for occasional readers.
- OnboardingCorporate onboarding pathway: triggered on arrival, common base, role risks, a dated record per person and a history that follows the employee.
- SubcontractorsTracking subcontractor training: dedicated access per contracting firm, results feeding your dashboard, distinction in the export and a recorded common induction.
- ComplianceBuilding a training file that stands up to inspection: export contents, procedure versions, refresher deadlines and the professional titles of compliance.
- Site HSETraining the HSE line of an industrial site: 140 modules available, four professional titles from officer to risk manager, recorded induction and a defensible register.
- Team cybersecurityCybersecurity awareness and training for a whole company: digital hygiene, payment fraud, incident response, short sequences repeated through the year.
- Digital transformationSupporting digital transformation through skills: a common base, training on your real workflows, managers on board, usage measured at three months.
- Managers and executivesTraining managers and executives: four management moves, manager and executive pathways, follow-up indicators at three months.
- Upskilling a departmentUpskilling a whole department: reading by level of responsibility, parallel pathways, a full worked example on a support function and a shared calendar.
- Skills-based hiringSkills-based hiring: writing an ad on verifiable blocks, assessing through practical exercises, verifying a certificate online and training on the remaining gap.
- Validating experienceRunning a validation-of-experience campaign for your staff: block-by-block review, evidence file, remaining blocks and a calendar compatible with the job.
- Internal mobilityOrganising internal mobility and redeployment: bridges between roles, common blocks already held, a pathway targeted on the gap and a calendar compatible with the current job.
- Internal tutoringStructuring internal tutoring: training the tutors, writing a transmission outline, producing sequences from practice and recording what was passed on.
- Apprentices and internsHosting apprentices and interns: a real assignment, a named tutor, a rhythm compatible with study, shared tracking and a prepared hiring outlook.
- AgreementStructure of a training partnership agreement: roles, perimeter, turnaround commitments, content ownership, data protection and exit terms.
- Employer fundingFunding corporate training: public prices, milestone-based staging, choosing between short formats and long programmes, co-funding and multi-year budgeting.
- ReportingSteering a training scheme: four behavioural indicators, consolidation grain, a monthly review agenda and the contents of the dated statement.
- Data and reversibilityCorporate training data: what is collected, who accesses it by role, a permanent export and full reversibility of content and tracking.