At ARGO, we work to initiate, support and document initiatives focusing on the development of Human Resources. We take an interest particularly in the connection between working life on the one hand, and learning, competence development, and training on the other hand.

We work primarily in the following areas:

• Evaluation of development projects and programmes
• Process support in implementation of competence development at workplace level
• Design and formulation of development projects; primarily focusing on competence development

We work on the basic attitude that research and theory may be used to put everyday experience into perspective. And vice versa.

So we attach importance to the fact that the results of an analysis job should be given a practicable form and substance - during and after a development process.

Professionally, we have specialized in the following cross themes:

• Competence Development
• Organizational Learning
• Evaluation and Learning Processes

Competence Development:

Nationally as well as internationally, in recent years ever mounting attention has been devoted to the concept of competence development. More specifically focusing on the development of staff resources arising from technological and organizational readjustment and change. Part of this development has entailed a movement from focusing on training through the formal educational system towards increasing awareness of a rather more informal job-related style of qualification.

In this area, we work particularly with the following assignment types:

• Analyses and identification of learning needs, learning environment, learning profiles, and learning potential
• Methodical and professional sparring for competence development projects
• Evaluation of competence development projects focusing on forward-looking action potential and further development

 

Organizational Learning:

In recent years, the focus has increasingly been on organizational learning processes - not least under headings such as The Learning Organization.The experience gained from a considerable number of development projects in this area is that working with such organizational learning processes is neither simple nor unproblematic.

It is thus paramount that in a place of work the basis used as starting point has been duly identified - and important, too, that you are prepared to gain and accumulate experience and thus relate to whether the objectives and targets set have been achieved.

In this area, we work particularly with the following types of assignment:

• Analyses and identification of corporate culture
• Qualification analyses at sector level and at workplace level
• Accumulation of experience and mainstreaming relating to development programmes and development projects

Evaluation and Learning Processes:

In recent years, a grrowing focus on documentation and evaluation is found - in public as well as private sectors. These activities are often considered redundant and a waste of time, but if carried out and used properly contain valuable information and learning potential.

This area is still in the process of development but a growing number of organizations discover the strong individual and organizational development potential of an evaluation which focuses explicitly on learning - not as the end result of the evaluation - but as an integrated part of the entire evaluation proces

We are especially interested in working with organizations who regards evaluation as containing a learning and development potential.

In this area we work particularly with the following types of assignment:

• Proces evaluations with explicit focus on feedback and development
• Qualitative and quantitative research
• Learning evaluations
• Focus group interviews
• 4. generation evaluation
• Competence development in relation to evaluation and documentation.