Since
more than 14 years our General Manager Niki Harramach is Spokesman of the
Austrian Business Trainers within the Austrian Chamber of Economic Affairs,
Expert for Management Trainings and Organisational Development appointed by
court and one of the trendsetters of Standards of Procedure in training
business.×
Of
course we by ourselves stick to the principle, that training is a holistic
process - not only consisting of the execution of the training/seminar/workshop
itself. There always has to be a professional preparation in advance and
professional evaluation afterwards. Therefore:
“3 Phases Model”.
1. Preparation
This first phase has to cover the following
topics:
1.1. Situational
Analysis: What is the given situation, what are evident
problems/challenges, what is the status quo of pariticipants, what is the given
framework for means and measurements?
1.2. Definition
of Goals: Following our slogan “Clear Goals First!” we have to find and
define the goals of our work and commit them with our client system.
1.3. Design:
After these first two steps we are enabled and obliged to make a tailormade
design, to define how our services should be conducted in detail.
1.4. Information:
Participants (and vice versa the trainers) have to be informed appropriately.
If possible we use for that personal contact, for instance within so called
pre-meetings before starting our service.
1.5. Organization:
Following the design, execution of the curriculum has to be organized in
concreto.
2. Execution
In this second phase the development steps have
to be executed, mostly in form of seminars/trainings/workshops.
Dealing with social skills we have to work not
only with lecturs and verbal communication, but also – as much as possible –
with Interactive Experiential Learning like Role Play, Exercises, Gaming
Simulations etc.
If appropriate we work with Video Analysis
and a lot of time with Mutual Feedback.
We use Self Investigating Tests and of
course written material, frequently so called “Life Protocols”, fixing
results emerging during the trainings/seminars via electronic media and
paperwork (“fotoprotocols”).
Of course we work with Case Studies, as often
as possible with so called Home Cases, that means with cases out of
practice of participants.
Addicted to behavioral and therefore
experiential learning we are used to work with Intervall Technique, that
means using moduls with intermediate job performance. That allows to look on
implementation of learnings into job performance – and therefore on transfer
of learnings.
3. Evaluation
There is a strongly upcoming trend to evaluate
results of qualification not only via looking on Learning Goals (which have to
be reached at the end of a seminar/training) but more and more via socalled “Transfer
Goals”, that means control of transfer of learnings into real job life.
We from Harramach
& Partner are supporting that by our special method of TEK –
TrainingsErfolgsKontrolle® since fairly more than thirteen years!
Partly this training evaluation is done by the
client system itself (mainly on the job), partly is done with support of the
trainers especially in form of so called Follow Ups.
Anyway: There is a Summary/Report to the
client system about results together with further recommendations!