Watch The Orientation Video To Learn About The Requirements, Supporting Research and
Certification Point Scale
You Must Be A Member to Apply. Click HERE
Requirements
- Graduate of A Region or National Accredited University
- Be A Member of The National D.B.A. Society
- Complete The CDBAP® Orientation Online
- You Must Participate in CDBAP® Training & Continuing Education Events
- Satisfy CDBAP® Prescribed Point Evaluation System every 3 years.
- Renew Your Membership every 3 Years
The National DBA Society CDBAP® Credential Is Offered Exclusively to Our Members. Enrollment in The Program is not included in the Cost of Membership.
The Certified Doctor of Business Administration Practitioner "CDBAP®" is designed to identify you as a Doctor of Business Administration Registered in The National D.B.A. Society database and your commitment to Continuing Education.
Successful completion of CDBAP® Orientation is required. We will email you a lnk. Upon completion, The Prestigious CDBAP® Credential will be awarded to you. You name will be placed in The CDBAP® National Registry for verification purposes.
Corporate Training
A good corporate training strategy is one that aligns with the organization’s goals, addresses the learning and development needs of employees, and delivers effective and engaging learning experiences. Some of the important areas of a good corporate training strategy are:
- Assessing the current skills and competencies of employees. This involves identifying the strengths, weaknesses, and potential of the workforce, as well as the skills and knowledge gaps that need to be filled. A thorough assessment can help design targeted and relevant training programs for different roles and levels.
- Defining learning and development goals and objectives. These should be specific, measurable, achievable, relevant, and time-bound (SMART), and aligned with the organization’s vision, mission, and values. The goals and objectives should also reflect the desired outcomes and impact of the training, such as improved performance, productivity, innovation, or customer satisfaction.
- Choosing appropriate learning and development programs and methods. These should match the learning styles and preferences of employees, as well as the content and context of the training. A variety of techniques, such as e-learning, workshops, simulations, gamification, and case studies, can be used to create engaging and interactive learning experiences. The programs and methods should also be flexible, accessible, and scalable to accommodate the diverse and changing needs of the workforce.
- Evaluating the effectiveness of the training. This involves measuring and analyzing the results and outcomes of the training, such as the learning retention, skill acquisition, behavior change, and business impact. The evaluation should also include feedback from the learners, trainers, managers, and stakeholders, as well as recommendations for improvement and adjustment. The evaluation should be conducted at different stages of the training, such as before, during, and after, to ensure continuous learning and development.
- Providing feedback and guidance to continue developing the needed skill and knowledge. This involves supporting and motivating the learners to apply what they have learned to their work, as well as providing them with opportunities for further learning and growth. Feedback and guidance can be provided by the trainers, managers, mentors, coaches, or peers, and can take various forms, such as recognition, rewards, incentives, or constructive criticism. Feedback and guidance should be timely, specific, and actionable, and should encourage the learners to reflect on their performance and progress.