The most effective investment in human resources can be considered a long-term systematic implementation of educational projects. Our consultants together with clients are preparing an educational framework based on preliminary analysis and investigation. We significantly utilize the advantages of the client’s local knowledge and the broad knowledge in the field of our consultants.
Our effort is also directed to assist the client to provide funding of educational projects from EU sources.
From our experience we consider the realization of input analysis very important. Knowledge of the initial level of graduates, information about their knowledge and skills and accurate setting up of the objectives of the educational project leads to more precise specification of the proposed curriculum of lessons and courses as well as a more accurate setting of educational methods used.
Through the analysis carried out continuously and by surveying the needs of each client and project, participants will be led to ensuring the continuity and mutual interdependence of individual educational modules. Individual educational modules will be adjusted to the needs of the client so that they lead to the objectives of the training project.
For this reason, the design of training modules is just a rough framework draft.
The aim of executing the preliminary analysis is detecting the specific and the most accurate needs of the trainees, understanding the company as such and thereby achieving a maximum effect of lectures and courses.
For such a survey we use the following methods:
By the initial interview the first significant and important contact between our company and the client occurs. The project manager by the rule with the head of the lecturer team investigate the exact needs and requirements of the client in terms of education, gaining a comprehensive overview of the target groups in the client's company and the individual needs of these target groups. The specifics of the client are detected and the knowledge about standards as well as excellences is collected.
During the questionnaire surveys the global needs, requirements and more specific ideas of trainees are detected.
A coordination meeting of lecturers of the customer with selected trainees is very beneficial before the actual start of training courses and lessons. Teachers are directly finding the needs of the participants and the specification of the topics taught in the training areas is made.
The "mystery customer" and the "mystery caller" connected with the crowd are able to evaluate many aspects of the contact with the customer. Effective methods are used which enable the evaluator to recognize the shortcomings in services and contacts with customers.
The successful understanding and approach to corporate culture, strategy and orientation of the production include familiarization of the implementer with the environment of the contracting authority company. The implementer has thus greater opportunity to penetrate to the company's philosophy, thereby maximizing the output of lessons, because a most accurate compilation of corporate training curriculum is set, taking the target groups’ company employment classification into account.
The primary goal of an educational project is a change in attitude – a change of the training participant’s behaviour.
To achieve this primary goal following methods are used:
By the blending of theoretical lectures and discussion, the complexity of and interpretation of the terms used and explained and concretization and specification of tools to apply the knowledge in practice is provided.
Model situations and case studies that relate directly to the discussion topic give participants an opportunity to practically examine the theoretical knowledge they have just acquired, thus realizing their own options, opportunities and shortcomings. Based on these methods, the participant shall realize the effectiveness of key findings.
When exchanging their views and knowledge on the discussed topic in a closed group of participants, the exchange of useful information and existing facts occurs. Participants will share their positive and negative experiences on the topic. Subsequently there is a deepening of understanding of the issues discussed and a better absorption of the information.
With engaging video training among teaching methods of lectures, a high efficiency of certain trainings and model situations is provided. A high feedback and awareness of their own strengths and shortcomings are obtained among participants during video trainings.
Within the framework of the workshop through moderated discussion we find out the habits of a group and how each group participant is used to deal with a problem. The motivation of participants for change, notification of the best practices and the transfer of examples from elsewhere are followed.. Using a principle of generalization of the best practices and evoking the changes we are trying to achieve, helps to apply the best practice into the life of the company. The lecturer-facilitator works with all the opinions of the participants and uses brainstorming techniques during the workshop. All the points of views of the workshop participants are used.
Thanks to visualization of the problem, participants very quickly realize the core of problems. Participants "see" themselves in the film. We perceive this tool is very effective.