From the editors
Guides for companies hiring a trainer, guides for trainers building a profile, and pieces from the trainers themselves.
What claimable actually means, who applies and who files the claim, and how to check a programme before you commit budget. A practical walkthrough for HR teams planning training spend against the levy.
Beyond the bio: what to look for in a trainer’s track record, how to compare shortlists, and the questions that separate strong trainers from strong marketers.
Typical fee ranges by format and seniority, what drives price up or down, and how HRD Corp claims change the real cost of a programme.
When a private session for your team beats sending staff to a public programme, and the break-even headcount where in-house starts making sense.
The handful of details that turn a vague request into a brief a trainer can quote accurately: objectives, audience, format, dates and budget.
How the levy accumulates, what happens to unused balance, and a simple quarterly routine to keep your training plan ahead of it.
Seven steps from subject expert to working trainer, with the HRD Corp requirements at each one.
Not a quality badge. A claimability marker. What each HRD Corp status means and how a company checks it.
Five items, one deadline. What a complete profile on launch day gets you, and what it costs to wait.
In Malaysian corporate training, what is real does not travel. This is why, and what we are building instead.
A company reads your profile to answer one question. Make the answer easy to find.
Companies search for the problem, not the trainer. Write each programme so it answers three questions in one glance.
Browsing is free. Responding to an invitation costs 15 credits; on a public brief it is 5 to express interest and 10 more if you are shortlisted. That gap is there so you choose.
Companies think in outcomes, not areas of expertise. Match their language and the rest of the profile does the work.
A brief means a company already thinks you might be right. Your reply confirms it, or does not.
Both sides of a booking rate the delivery and the working relationship. Participant feedback is separate. Keeping the two apart is what makes both worth reading.
Stop starting from zero. Every booking, rating and training hour should still be working for you next year.
Three questions, not thirty numbers. How visible am I, how am I performing, what do I fix next.
Pick the one area of expertise that best matches what you mainly deliver. Classify by your primary deliverable, not by a buzzword.
Most trainer directories optimise for polish. We are trying something else: show the rough edges of a real practice.
Are you a trainer? See how your record builds from your first booking
