Professional development and training for finance practitioners is important and often undervalued. For more on this theme, you can listen to Mr. Mathur’s insight in this Podcast:
Professional Development and Training PODCAST
GPFAC has developed a broad range of training modules in the area of Project & Structured Finance, including courses in the following:
- Limited Recourse Project Finance
- Risk Management & Mitigation
- Loan Documentation
- Project Screening
- Global Financing Techniques
- Loan Syndication
- Joint Development Agreement
- Sales Forecasting
GPFAC Principals have been delivering training programs for over 30 years in the US, Canada, Latin America, Western Europe, Eastern Europe, Middle East, Africa, South Asia, and the Far East. The broad range of categories and representative clients includes Industrial Companies (ABB, GE Capital), Government Institutions (US Department of Energy, PDVSA), and Banks and Financial Institutions (EBRD, National Commercial Bank).
GPFAC will custom-tailor a training program based upon an organization’s specific needs. However, GPFAC offers three off-the-shelf workshops that have found broad applicability:
- 2-day workshop in Financial Modeling introduces participants to the building of financial models for complex project finance transactions.
- 3-day workshop in Project Finance offers a unique, broad and detailed business perspective on project finance.
- 4-day workshop in Project Finance and Financial Modeling combines the most essential aspects of the 3-day workshop on Project Finance and the 2-day workshop on Financial Modeling. The Financial Modeling section focuses on using a financial model instead of building one. The content of this workshop has been developed in close coordination with leading commercial banks and industrial companies with the objective of covering project finance and modeling in a 4-day workshop.
EBL is an extension of Classroom Instruction that enables rotational employees to gain a practical understanding of other departments in an organization:
- Through short-term assignments (typically of 3-6 months duration).
- Where the objective, over time, is to improve job performance and promote a common credit culture within the organization.
- It is based upon best practices in the industry; and with a detailed framework containing all the administrative tools necessary for implementing a successful program.
Mentoring is the third leg of a comprehensive training program:
- An employee (the “Mentee”) is matched with a Mentor (internal or external) with the objective of facilitating the Mentee’s personal and professional career growth.
- Synergistic with Classroom Instruction and EBL.
- However, the duration of a Mentor-Mentee relationship generally is of a significantly longer duration than an EBL program.
- Benefits to an organization include:
- Better career development of employees,
- Increased retention rates; and
- Higher productivity.
A key challenge is ensuring that the role of the Mentor does not undermine the role of the employee’s supervisor.