Target English Training on the job – for the job

Results

We believe that we have the duty to provide, and the client has the right to expect, concrete results.

To generate measurable results we believe that it is necessary to start with the end in mind – this means having the courage to define what we want to achieve and setting the criteria for success before designing und running a program.

While appreciating the value of methods and models designed for language training in the academic or public sector, experience has shown us that such methods and models do not always translate effectively to the corporate sector. It is for this reason that we encourage our clients to define their goals and to state what they want to achieve in the most concrete of terms, taking into account their specific situation.

Having analyzed the client’s situation, we are in a position to advise them on the feasibility of the goals (can they be achieved within the designated budget?) and the need for training (can staff already perform to the required standard?). We are also in a position to develop and deliver a targeted, relevant and measurable program tailored to meet the client’s specific needs. We are convinced that the closer we get to satisfying the client’s requirements, the more they will value us as a partner.

Corporate clients need ongoing measurability of their training investments. Strangely, language and communication training often fail to get the level of attention given to other vocational training, even when these represent a significant proportion of the overall training budget. We want to support our clients in their assessment of this type of training and encourage them to demand a chain of evidence displaying what they get for their investment.

We believe that the key to this chain of evidence is to be found in the application of all 4 of the training assessment levels (Kirkpatrick 1959). We see it as being necessary to consider:

1. Participant satisfaction - how the participants experienced the training?
2. Learning – what information or knowledge has been learned?
3. Behavior – How do participants apply what they have learned at the workplace?
4. Results – What impact does the improved performance have on the business?

For us as a company, training is about improving performance. While we see levels 1 and 2 as being essential in the process of measurement, it is impact at the workplace which should determine the success of a program.

Our commitment to this approach is illustrated by our cooperation with Deutsche Post Corporate Language School and Marcus Evans Linguarama to develop a series of CEFR-based can-do statements based on business-related communication skills. These skill-specific statements form the basis of our needs analysis, planning, training and assessment. The can-do statements are then supported by Target’s range of easy-to-use tools aimed at collecting feedback from all stakeholders.

Concerning the key value we call “results”, we take the words of Tom Peters to heart: “What gets measured gets done”.


	Define What do you want to achieve through training? What do your staff need to know to work effectively in English? Measure What can your staff already do in English? Who does and does not have a training need? Analyze How big is the gap between your staff’s current abilities and their defined needs? What is the most effective training solution?
Improve Target improves your staff's English language and communitation competence. Training...
...focuses on shortfalls
...fits into your changing needs
...is easily transferrable
...is professionally managed

Control Finally, Target works hand in hand with you, measuring success through ongoing assessment of participant satisfaction, learning, changes in behavior and business results. Assessment is used to fine-tune the program to meet your changing needs.