The training program and its target groups
New employees (recruiting + screening + training)
This group includes employees who are considered appropriate by the profiles provided by the Customer and who are enrolled after admission to the 2-month " Development of employee key competences" training. Thus, those who have been recruited before starting their work will have a general knowledge of the competence development needed for successful work and partly company-specific knowledge.
Existing employees (training)
Here are the employees who have already been admitted, but are difficult to integrate, or who want to leave the employer - who are uncertain, unmotivated in their goals.
Key employees amongst the existing team members (development)For colleagues who are:
- work for a long time in the organisation,
- they have little opportunity to continue their study in educational institutions;
- although not appointed leaders, they (will) have several tasks that require more autonomy and stronger action;
- recognized colleagues who, because of the above, need to be strengthened in the organization, so their presence and loyalty will be important in the future.
Benefits of the program
- the number of professionals who can be recruited from the labor market is expanding ("the ones that are still inadequate" can reach the level "already available");
- cost savings by reducing fluctuation:
- stability of the workforce planning (a 2-year commitment is recommended in the training contract)
- the departure of the unmotivated professionals who are already working in the organization can be (partially) prevented
- the organizational operation and the expectations are recognized by the participants of the training even before the entry (continous flow of information during training, learning to apply to company-specific knowledge)
The methodology of the training
The most important core competencies
The methodology used
- Training type, interactive courses;
- Cooperative learning methods;
- Group coaching techniques;
- Practices that develop a structured approach, common thinking, problem solving, and debate;
- Team-oriented attitudes, flexibility-enhancing tasks;
- Situations that help develop openness, empathy, sensitization
- Tests that support specific topics related to knowing their own dominant operations;
- Feedback based on individual and group goals;
- Templates, modules and periodic summaries - organizational examples, tasks, and solutions;
- A model of competence development on individual topics: recognition of own operations - understanding of the work of employees - understanding of organizational operation - applying knowledge to customer relationships.