{"id":4327,"date":"2026-04-28T17:39:04","date_gmt":"2026-04-28T17:39:04","guid":{"rendered":"https:\/\/beta.twivietnam.vn\/?page_id=4327"},"modified":"2026-06-16T09:19:06","modified_gmt":"2026-06-16T09:19:06","slug":"twi-methodology","status":"publish","type":"page","link":"https:\/\/twivietnam.vn\/en\/about-us\/twi-methodology\/","title":{"rendered":"TWI Methodology"},"content":{"rendered":"

TWI – Learn by doing<\/strong><\/h3><\/h3><\/div><\/div><\/div><\/div><\/div>

How can the implementation of an improvement tool or a training program truly be effective?<\/b><\/span><\/i><\/p>\n

This is always a big question for both organizations and learners themselves.<\/p>\n<\/div><\/div><\/div>

People are the key foundation<\/b>. Developing employee capabilities that align with goals and adapt quickly to change is always an urgent requirement (e.g., new markets, changing customer needs, workforce changes, expansion needs, etc.).<\/span><\/p>\n

Most well-performing organizations have a strong need for this due to growth and transformation objectives. However, what is the core purpose of training or developing employee capability?<\/div>\n

Training and development must always be connected to:<\/p>\n

\u2460 The organization\u2019s big picture, such as goals\/KPIs, challenges, and strategic direction<\/div>\n
\u2461 The current reality (gaps between expectations and actual performance or potential)<\/div>\n

From there, we can form a clearer picture of the \u201cproblems\u201d or knowledge gaps that need to be prioritized.<\/b><\/span><\/i><\/p>\n<\/div><\/div><\/div>

Training and development activities must be implemented deeply at the execution level (where processes and operations take place). Training should always begin with a clear direction and objective, for example:<\/span><\/p>\n