Development projects

Development projects are balanced combination of training, coaching, consulting in a given period of time, with a defined long-term goal of development. They are preceded by a detailed assessment of the companies’ development needs or project participants, and during and after the development process, the monitoring and maintenance of the achieved effects are carried out.

Development projects

Development projects are balanced combination of training, coaching, consulting in a given period of time, with a defined long-term goal of development. They are preceded by a detailed assessment of the companies’ development needs or project participants, and during and after the development process, the monitoring and maintenance of the achieved effects are carried out.

Development projects

Development projects represent a combination of training, coaching, HR consulting in a specific period of time, with a specifically defined long-term goal of development. They are preceded by a detailed assessment of the companies’ or participants’ development needs. It includes also monitoring during and after the development process, as well as maintenance of the achieved effects. Although H.art has led dozens of development projects, no two projects are the same. They depend on the starting point (current skills, attitudes, habits of participants and their environment) and the development goal (what needs to be improved to achieve the desired business success) that are different in each company. Consequently, the content, methodology, duration and dynamics, as well as the resources are different. Although these types of "tailor-made" projects can be applied to any area of development, H.art is recognized as a partner for the development of managerial skills and the building of a leadership culture. In short, they are the safest and most cost-effective investment in your employees and your company.

Benefits and specificities of the development project

The goal is primary

The goal is strategic and holistic, so that the company as a whole can take one step forward. It is defined based on assessment of developing needs.

Methodological flexibility

The methodology that will be used is decided based on the agreed goal: workshops, trainings, diferent kinds of coaching, consulting ,… Dynamic, intensity of work and duration of the process is aligned with the content of the program.

Applying the theory in practice

It is expected of the participants to take responsibility for a) their own development and b) the development of managers/employees under them, by embedding practical examples and tasks into the day to day running of the business. For this purpose it is possible to use on-line platform.

Development is a process with a logical modular sequence

Every activity, as with every stage, is a continuation of that which took place before it – this contributes to an in-depth and connected understanding as a whole. As a reassessment takes place in the middle or at the end of the major phase of the project the program and the access to the group are being updatedso that the strategically current development area is always developing.
Synergy effect

The project involves all managers from a section or the whole of the company, and the participants have a positive impact on each other.

Hierarchical levels and sectors

Everyone begins to use similar terminology in order to better understand each other.

Working with HR and the General Director


HR offers someone who links HR and management systems with the development of people; the General Director (or the main manager) is a key figure who supports all that is being done, who determines the strategic business and development goals. Consultants are a neutral party, offering their expertise, experience and motivation.

Sending important company messages

It is possible to follow the key needs, changes, development and business aims, and values of the company all of the time. That can be brought in line with the message given to participants throughout the programme.
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