Experience in designing and implementation of educational programs has taught us that the real needs are best recognized in an indirect manner. Therefore, we will not just be filling in the questionnaires and crossing the boxes, but we will introduce a bit of freshness into the process.

One of the methods is to give the employees a real life task of satisfying the needs of 'a potential buyer' of your product or service. We will send a person/persons with adequate knowledge and skills whose series of requests and questions will make your employees show their real level of competence.
The next method is a seminar/workshop with the main aim of assessing the needs for education. On the first level, the seminar is absolutely functional and useful for the employees, teaching them new communication skills. The second level of the seminar is detail testing of knowledge and skills of employees in order to assess their good (and other) sides.

In order to design an optimal program, we will also use more conventional methods of evaluation – interview with senior management, interview with employees, questionnaire for training needs analysis and practical ways of evaluation of competency in foreign languages and IT literacy.

The management of the company gets a detailed report with profiles of employees, expert evaluation of their knowledge and skills and proposed further education needed for achieving the goals of the company. We will focus our attention on finding and strengthening of the good sides of employees with recommendations for further development in the areas that the company could put the capabilities of its employees to work.