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corporate training



ata Panacea in its corporate training vertical is committed to growth coupled with continuous research and development in the learning, and training domains.

We support the growth and excellence of our clients by training and developing their human resources on a range of quality Learning & Skill Development programs, customized for clients that have an immediate & measurable effect.

We believe any Organizations success largely depends on individuals as well as team success. Especially in today’s changing world when the demand for skilled workmen is increasing, Organizations putting in high level of training programs for the employees will not only help developing advanced skill sets but also potentials to cope up with numerous competitions around.

Our objective for our clientele is not only to develop but also to get the insights to any problem and get the knack of kicking off the obstacle in the long run.

Solution: SPINS

We strongly believe in SPINS approach; which helps us in facilitating a systemic process in such situations and challenges




Need for Actions


Understand comprehensively the current situation or the situation that existed and asks questions which will help in getting the complete narration of what happened. This is all about “getting to know what happened”. The process followed is chunking down to micro details.

E.g.A unit of Company intends to hire a person at a senior level for U.K based process on a very short notice of 2-3 days depending on the urgency of the requirement. There have been no set criteria for hiring of this position. Eventually the recruitment team ends up hiring a resource in 2 days with only understanding the urgency of the opening, rather the skill sets required for the position. Once come on board the person gets disarrayed interacting with U.K client due to language barrier.

Once you have the scenario pictured to detail, you are now ready to distillate the problems. Problems are challenges that the situation has thrown open for examination. Here we need to ask problem questions like so what is the issue? Where is the problem? Why do you call this a problem etc?  The essence of this exploration is to get clarity on identifying and defining the problem.

We are still not ready for providing the solution! Just that there is/are problem(s) need not call for providing solution.

E.g.in continuation of the above example – the problem is not with the recruitment process but the timeframe for any of the hiring’s in the company, important and required skill sets for the position. 2-3 days time for closing a senior level position along with the utmost skills being present in the resource becomes a challenge, especially if hiring is for the important business process.

Now having understood the problem, map these problems to the implications it will have in changing the situation if left un-attended to. Implications can be production loss, business setback, Customer complaints /loss etc. which have a ‘macro’ impact.

E.g. As an implication to the above mentioned situation and problem there is a business setback, Client complaints / loss of business.

Now having understood the implications, it becomes easy to prioritize the areas of focus required.

The next step would be to list out the need for action in terms of ‘urgency and importance’. You now have the master list of actions that are required to be taken and also the time line strategy can be drawn since these are mapped to the urgency and importance matrix.

E.g. considering the above implications in business due to the said situation and problem the need for action becomes very important. Once the previous data is analyzed we figured out the average time taken for hiring the similar kind of a position and others.  In this case there has to be a certain limitation for setting a timeframe for intimating before any new resource hiring’s along with the set of skills sets required strictly in favoring the position.

A proper hiring process which includes sufficient amount of filtering criteria has to be implemented.

having understood thoroughly the SITUATION, the PROBLEMS, its IMPLICATIONS to Business and organization AND with the NEED list for ACTION(S), you are now ready to provide the SOLUTION(S).

E.g. As per the above “Need for Action” there has be a likewise execution and addition in the hiring process/ Interviews to reach the best.

Include the rounds of Interview for better filtration of prospective candidates. In return get the apt resource as a value addition to the Company.

Just a pause before implementation – a reverse logistics checking

Validate the solutions if they are as per ranked plan of action. Check if these Actions are addressing the implication challenges faced by the organization and business. Verify each implication listed whether they get reverse mapped to the problems and finally whether the problem(s) are actually real in the given situation.

This will doubly ensure that the decisions to execute are flawless, directed to address the priorities and cast out of clarity and conviction.

The Corporate training division at Data Panacea, through its customized approach and deep industry insights, delivers programs that help professionals develop capabilities required to address the current business challenges.

We can be Helpful in building/enhancing continuing education programs that aid retention.

We can also add value by supplementing trained staff with less cost involved after a trial of set number of resources placed in your repute firm.

If you are looking for a customized training program for your team, please do write in to us at nishab@datapanaceaonline.com