Nowadays, any organization can be understood as a socially interrelated network. In order to be effective and move as fast as required by a globalized world, companies need to make fluent that social network. Then, "the communication" and all it implies play an extremely important role.

An efficient way of moving a company is through an effective communication to invigorate the processes which state the company's objectives.

Aware of the problem, for us the human resource is a very important actor in the company dynamism, keeping in mind of course the importance of technology and processes. Therefore we conclude that each individual's competitiveness determine the company's success. That's why the formation of new habits, including great behavior changes, is not achieved with one and only action. Instead, it's required an extended period of time in which the expected behavior is encouraged and also it is implemented a plan that includes future action commitment, fixed and organized screening and objective accomplishment evaluation.

These days, one of the main aspects that make a successful company is the level of satisfaction that their internal and external clients may derive. It is curious that such a significant difference, that doesn't imply a huge investment nor great structure changes, is seldom included in the processes, despite of being widely known its impact.

Our consulting group, whose constant concern is to improve the quality service in work groups, has developed supervision programs which, through ability and competitiveness development, allow the optimization of human resources in a practical and appropriate way. This is aimed at the company's organizational development.

To meet this objective, the developed models are aimed at the participant's preparation and encouragement, so that they contribute to optimize the individual and collective potentialities, improve their performance, guarantee satisfaction and provide a nice environment that promotes faultlessness and undertaking.

The methodology used preferably includes experience workshops which involve theoretical and conceptual contents, having in mind each client's specific needs and group and individual activities as well. (Simulated exercises, Role Playing and Recordings) Together with the contents and specific aims of each program, an individual coaching is also developed.
The supervisions are structured and based on the procedures above:

  • Initial Diagnosis: Aimed at determining the "Entry Level" for each of the participants. Depending on the range of topics, evaluation techniques are based on real event simulation. (Ghost Client).
  • Presentations: These are the theoretical contents of the course. The concepts are delivered dynamically in discussion groups and case analysis with audio - visual support.
  • Application Exercises: To facilitate the technique, support tool and conceptual internalization, the participants will develop application exercises according to their actual job positions.
  • Formative Evaluations: During the course, formative evaluations are given to the participants. Here we will use the same evaluation parameters, practical as well as theoretical, in order to be able to make comparisons before and after.
  • Support Material: The participants will receive a folder with the working material and a basic and complementary bibliography. Also, the courses include an interactive CD-ROM for each subject unit, to strengthen the lessons and include them in the participant's daily experience.
  • Final Evaluation: At the end of the course, the participants will be able to observe the advances by hearing their first and last recordings, which are going to be used as a feedback and a constructive criticism according to everything learned during the training.

Each evaluation ends with a final report which includes a quantitative and qualitative evaluation and will be illustrated by a Training Evaluation Diagram to sum up all the evaluations that each participant was given during the training course.