How We Work Together

Four straightforward steps from first conversation to training day

Step 01

1

We Listen First

Before we talk about topics or timelines, we want to understand your world. A short discovery conversation (no pitch, no pressure) helps us get the context right before anything else is suggested.

What does your team do day-to-day?
What's not working, or what could work better?
Is there a specific pain point or business goal driving this?
Who are the learners: job function, seniority, technical level?

This call is typically 30–45 minutes and can be done via WhatsApp, Zoom, Teams, or any platform that's convenient for you.

Step 1: Discovery

You Don't Need to Know the Answer Yet

Most HR managers and HoDs come to us saying "we know something's missing but we're not sure what to call it." That's completely normal, and it's the best starting point, because it means we start fresh without assumptions.

This first step is simply a conversation. You tell us what you're seeing in your team. We listen, ask follow-up questions, and begin forming a picture of where the real gaps might be.

30–45 min call

Fully confidential

No obligations

Any platform you prefer

Step 02

2

We Map the Gaps Together (TNA)

A Training Needs Analysis is not a form you fill out. It's a structured conversation or lightweight assessment that helps both of us understand where the gaps really are, not just where they appear to be.

Role-based skills gap mapping
Current vs. required competency levels
Priority ranking across job functions
Alignment with your KPIs and business goals

The TNA output gives you a clear gap map you can present to management, not just a course recommendation.

Step 2: Training Needs Analysis

Training Without TNA Is Just Guessing

It's tempting to jump to a course catalogue and pick what sounds right. But without understanding the actual gap (the knowledge, skill, or behaviour that's missing), even a well-delivered programme can miss the mark.

We facilitate a lightweight TNA that doesn't require months of consultancy. Depending on team size, this can be done in a structured online survey, a focused group discussion, or a review of existing performance data you already have.

Works for 10 to 500+ staff

Multi-level & multi-department

Documented output you keep

Aligned to your business goals

Step 03

3

We Design Around Your Gaps

Once we know what the gaps are, we put together a programme that addresses them specifically. Not a standard off-the-shelf course with your logo pasted on it.

Custom content, case studies, and exercises
Matched to your industry and job functions
Flexible: half-day to multi-day formats
Blended options: F2F, online, or hybrid
HRDC claimable via our partner network

You receive a written proposal with scope, duration, objectives, and cost, suitable to share with your management or procurement team.

Step 3: Programme Design & Proposal

The Programme Comes After the TNA, Not Before

This is where our KNOW-WHAT, KNOW-WHY, KNOW-HOW methodology comes into play. Each module is built so participants don't just attend. They leave with something they built, practised, or solved during the session itself.

We also factor in your operational constraints: batch sizes, shift patterns, budget cycles, and whether HRDC claiming is part of the plan.

Face-to-Face

At your premises or a training centre

Online

Zoom, Teams, Meet, your preference

Hybrid

Combination of both modes

Cohorts of 15–200+ participants

HRDC claimable via partner network

Certificate of Attendance provided

Written proposal for management

Step 04

4

We Deliver, and You Measure

Training day is not the end of the process. That's when your team starts applying what they've practised. Our 85–90% hands-on model ensures participants leave with something they actually built during the session.

Real-world exercises using your team's own data
Post-training summary & takeaway materials
Certificate of Attendance for each participant
Optional: post-training check-in or follow-up session
HR-friendly attendance and completion report

85–90% of session time is hands-on practice. Your team doesn't just learn. They produce something they can use on Monday morning.

Step 4: Delivery & Measurement

Your Team Leaves with Something They Built

The KNOW-WHAT, KNOW-WHY, KNOW-HOW methodology isn't just a tagline. Every programme is structured so participants move from understanding a concept, to seeing why it matters in their context, to building something real before they leave the room.

For HR, this matters because it makes post-training measurement easier. You can observe what changed in how your team works, not just survey them on whether they enjoyed the day.

Hands-on throughout, not lecture-heavy

Attendance & completion report

Certificate per participant

Post-training support available

Ready to Begin?

Start the Conversation

No obligations, no immediate commitments. Just tell us a little about your team and the challenge you're trying to solve. We'll take it from there.

Tell Us About Your Team

We'll respond within one business day.

Your Name *

Your Role *

Organisation *

Approximate Team Size

Phone / WhatsApp *

Email Address *

What's the main challenge you're trying to solve? *

Preferred Timeline

I agree to be contacted by ITGUY.MY regarding my enquiry

Prefer WhatsApp? Chat directly

What Happens Next

You'll receive an acknowledgement within a few hours
Ts. Fahmie or the team will reach out within 1 business day to schedule a discovery call
The discovery call is 30–45 minutes, just a conversation with no formal presentation
If there's a fit, we proceed to TNA and proposal at your pace

Ts. Fahmie A Hamid, IFP™

Professional Technologist · HRD Accredited Trainer

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Why Teams Choose ITGUY.MY

30+ years training experience since 1997
10,000+ learners across Malaysia
HRD Corp Accredited (01980), HRDC claimable
85–90% hands-on, not lecture-based
Government, corporate, GLC & NGO experience
Nationwide: F2F across Peninsular Malaysia & Kuching

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