Our guide to finding top training providers in Malaysia made three key things clear:
- There’s no such thing as a universally ‘best training consultant’
- Online ‘best provider’ results are just providers promoting themselves!
- HRDC’s pool of thousands of providers has no internal filters to assess credibility
As a result, employers who truly want impactful employee training programmes will need a invest a bit of elbow grease and detective work to find the right training consultant!
To help, here are nine questions you can ask to find a training consultant in Malaysia who is both serious about their work and can deliver the results you want.
Let’s begin.
1. Do you have industry experience?
Why it matters:
Industry experience is what separates a trainer who ‘gets it’ from one who delivers generic material that never goes beyond surface level.
A provider familiar with your field can:
- anticipate your challenges
- speak your language, and
- use examples directly to your context
Without this, training is almost purely theoretical and at worst, can consist of an entire session of ‘I already know all this, what a waste of time’ from attendants.
Model answer
A clear explanation of previous work with companies in the same or similar industry, showing familiarity with sector-specific challenges and regulations.
2. Any results from past clients?
Why it matters:
Most training consultants who have been around will have multiple clients in their portfolio, but the good ones can demonstrate consistent impact on said clients.
If a provider proudly shares client improvements in key business metrics, it shows they both:
- take ROI seriously, and
- are likely to deliver results
They could always be lying through their teeth, of course 😀
Model answer
Evidence of impact such as improved KPIs, behavioural change, performance improvements, or other quantifiable outcomes, not just attendance numbers or satisfaction scores.
3. Will you co-develop training with us?
Why it matters:
Every organisation has its own culture, priorities, and challenges, so content should never be copy-pasted.
The core outcomes shouldn’t change, but delivery methods, topics, and a host of other variables can and should be adapted with your input for more optimal results.
Model answer
A description of a collaborative process that includes needs analysis, consultation with stakeholders, and customisation of content or delivery to suit client objectives.
4. Can you share trainer credentials?
Why it matters:
In our experience, trainer credibility and reputation matters as much as the training provider’s.
It’s like how sometimes the cast is as important as the movie itself!
Credentials, practical experience, and proof of past success show depth and ability to handle questions beyond theory.
Model answer
Trainer profiles that include professional certifications, industry or corporate experience, facilitation expertise, and relevant subject matter knowledge.
5. How do you track post-training ROI?
Why it matters:
One of the biggest pitfalls of engaging unscrupulous training providers is that training ends in the classroom.
In reality, this is where training begins, and it never actually ends!
Post-training reinforcement ensures real change, which is the true purpose of L&D investment.
Model answer
Details of follow-up mechanisms such as:
- coaching
- refresher sessions, and
- assignments
Depending on the course, the training provider may also provide managers with tools to track and support on-the-job application.
6. Do you offer physical and online training?
Why it matters:
As educators, training providers have biases regarding physical versus online training.
But for the client’s sake, what matters is that the consultant recognises the strengths and limitations of each format, and advises based on what aligns with learning goals and organisational needs.
Model answer
An honest acknowledgment of the pros and cons of each format, with flexibility to offer in-person, online, or blended solutions depending on learning objectives.
7. How do you measure training effectiveness?
Why it matters:
While participant satisfaction and enjoyment are not unimportant, the far more important metric is the level of meaningful change created after the training.
This leads to a valid follow-up question:
How can we be sure change was due to training?
Measuring this reliably and accurately requires a structured approach linking performance to learning outcomes.
Model answer
A clear framework for evaluation that includes pre-training baselines, post-training assessments, and follow-up reviews to confirm knowledge transfer and behaviour change.
8. Are your trainers subcontracted?
Why it matters:
Not all trainers are equal, and understanding the trainer’s relationship with the provider helps you predict training quality and consistency.
There is nothing wrong about outsourcing training providers, but generally you can expect more accountability when everything is in-house.
It’s all about transparency and scope; Heavy outsourcing with no oversight should be avoided.
Model answer
Transparent information on whether trainers are full-time staff or external partners, along with how quality is monitored and consistency ensured.
9. How do you make your training fun?
Why it matters:
This is half a trick question, as no one wants boring sessions but training that only focuses on ‘fun’ are basically useless.
Effective training providers start with clear session outcomes, then weave in engaging, enjoyable elements such as:
- simulations
- trainer facilitation, and
- discussions
The two parts–learning outcomes and fun–are delivered as one to maximise participant attention and impact.
Model answer
You want an answer where various ‘fun’ elements like simulations, facilitation, and discussions are consciously built into the learning process so participants stay engaged and achieve intended outcomes.
Let D Jungle People be your training consultant
D Jungle People doesn’t have hundreds of trainers, just a handful of passionate experts who are dedicated to tailoring every session to align with your team’s needs.
Get in touch today for corporate training solutions that deliver impact–and yes, we‘re HRDC Claimable!
