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
• ICT 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

ICT and Learning Processes:

In recent years, the focal point has been how modern information and communication technology may support the competence development of the individual as well as more organizational learning processes.

This area is still in the process of development but would seem to be settling at a level between, on the one hand, total rejection of the information technology potential in the context of development, focusing on human resources- and, on the other hand, quite uncritical fascination of the actual medium, taking no account of its limitations.

Finding the balance between these extremes does, however, constitute a challenge to the individual as well as to the place of work.

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

• Qualification and attitude identification
• Concept descriptions
• Setting up of ICT scenarios; including preparation of visions and action plans for educational integration of ICT
• Competence development in relation to technology supported training and e-learning
• Process support and accumulation of experience.