The inhouse seminar: How effective is it really?

When does an in-house seminar make sense?

What to do if there is a need for further training, which must be tailored exactly to the team?

What is an in-house seminar? Are these effective? And does it really help your own employees? Especially in terms of in-house seminar, many people are unsure whether this corresponds exactly to what is desired. Especially as there are more and more concepts that are similar to each other. Coaching, education, training, the market seems to be getting bigger and bigger, the agony of the choice becomes more and more difficult.

What you naturally learn to inspire in our flirting seminar:

What exactly is an in-house seminar?

Basically, the name expresses very clearly what an inhouse seminar is about. The in-house seminar is a training course for a certain number of employees, who should acquire new knowledge in a certain area.

In addition, this training takes place in the company. The coworkers know thus the environment as well as the other participants, whereby the mood is pleasantly loose. This is also the main difference to external training.

These take place at a different location, usually there are the employees of different companies. One is strangers to each other and unconsciously is the first time busy memorizing the faces of other participants and analyzing the location rather than focusing on the content.

What advantages does an in-house seminar offer?

In-house seminars offer several advantages over external training. The first is that the program is tailored to the needs of the employees. The status of the employees is discussed in advance and planned in which points the team should be trained.

This results directly in the next advantage. Many case studies are often very abstract and can not be transferred to one's own area. At an in-house seminar, however, everything focuses on one's own company. The case studies, the possible solutions, all of this is shown directly using the example of your own company. This gives employees less inhibition to address direct problems or difficulties in their own operations and their possible solutions than in an external seminar. After all, there are countless participants from other companies on site who hear everything. The advantage is therefore obvious: Confidential topics do not come to the outside. Employees dare to openly discuss complex issues.

What should be considered by the company during an in-house seminar?

The boss, who would like to book the in-house seminar, should keep in mind that this means a higher workload for him, after all, there are some organizational things. A suitable space must be made available, depending on the subject, laptops and a beamer must be made available, the contents must be discussed in detail, etc. What sounds fast done, can easily drag on.

In addition, if the training takes place internally and the employees are all among themselves, old disputes can emerge faster. Because the inhibitions are obviously much lower, if everyone knows each other. This should also be taken into account in the planning. If two colleagues can not smell and this is well known, this condition will certainly not improve at an in-house seminar.

How is an in-house seminar planned?

First of all, the exact needs should be analyzed. What exactly should employees take away from such a seminar? Which employees would be affected by this measure at all? In which period would the training be possible and how many hours / days should be invested?

Is there enough space available, so is there enough free space during this period? These questions in advance can help to clarify what is to be achieved with the help of the in-house seminar and if this is feasible at all in the own company.

Once these rough questions have been clarified, it should of course be clarified exactly how the seminar should be structured in terms of content. What level of knowledge do employees already have? Which topics should be discussed in the seminar in order to ideally train the employees?

Only when all these issues have been clarified, contact should be made to a provider. Because so the most important framework conditions are already clarified and only then can a suitable provider be found.

By the way: Of course, the conducted in-house seminar does not have to be supervised by an external provider. If there is already a specialist on the company for the subject, then he can also carry out further education, provided that he has the necessary skills.

After the inhouse seminar ...

As is almost always the case after an in-house seminar, it makes sense to ask employees about what they have taken away from the training. This can be done verbally, for example, directly in the round or anonymously via a questionnaire. If the survey is conducted anonymously, there is a greater chance that some participants may admit that they had hoped for something different from the seminar.

The feedback is therefore extremely important in order to assess whether the measure has paid off, perhaps the next time such a seminar should be conducted differently, if the goals may have been misplaced and what things worked well. If at some point in the future an inhouse seminar should take place, it is already known which things have to be changed and what really matters.

Happy employees work more concentrated! Not only an in-house seminar is therefore the right tool, even a flirting seminar can inspire the spirit. Our love experts show in their flirt coaching how men overcome their shyness in women and successfully address and flirt with women on the street. Because a man has found his great love and is privately happy, the work on the company suddenly falls to him easily.

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