ZBORNIK RADOVA

7. Međunarodni stručni skup, NA POSAO!Uloga pružatelja usluga u profesionalnoj rehabilitaciji i zapošljavanju osoba s invaliditetom – europska i hrvatska iskustva1) Start moment: Start with a festive moment, for the employees this is important because they arestarting with an important development process, maybe they have never done this before. Invitealso other employees and managers, in this way you show that it is serious. Important in this startmomentistheintroductionoftheprogramandtomakeclearwhatisexpectedoftheemployeeandwhathecanexpectfromtheworkplacetrainer.2) Observation period: About three weeks are necessary for the workplace trainer to observe hisemployee on the basis of clear behavioural indicators. After this period the workplace trainershaveatalkwiththeemployeeabouttheresultsandthebehaviouralcomponentswhichthatneedattention.3) Learn-work period: Every period needs six till eight weeks. Before the employee starts with hisusual work, he gets an exercise that is focused on the behaviour that must be developed. Theworkplace trainer makes clear what is intended and what he expects of the employee during theday. At the end of the day they have an evaluation / educational dialogue. This is very importantbecause on this moment the employee has to tell what he has done, why he has done it in the way hedid it and if there are other ways for acting in such situations.4) Evaluation moment: After every period of six till eight weeks there is an evaluation time. Thepurpose of this time to reflect on progress and make a new learning plan.5) Closing moment: At certain times, for example twice a year, a festive ceremony certificate issue.Thisisimportantbecausetheemployeecanshowthathehaslearnedsomethingandthatisgoodfor his motivation.The power of WPOIn all situations WPO is a powerful way of behaviour development. Because the workplace trainer sees theemployee the whole day he can guide, coach or give feedback when it is necessary. So any time if theemployee needs certain behaviour, it can be a learning moment. The transfer is very short and at the rightmoment. By giving continuing attention to the component that the employee wants to learn, he will learnthis quickly.For example the component „Following instructions". The workplace trainers watch if the employee doesall day what he has to do? Or what does he do if he doesn't know what he has to do? The workplace trainercangivecoachingandfeedback.Buttheworkplacetrainershouldalsoanalyzewhytheemployeeisdoingthings differently. For example: Has the employee understood the job well? Does he have the knowledge toproperly fulfil the job? Does the employee dare to do things? Does he have the space and may he makemistakes?78Results with WPOThe employee has learned:- Thinking by his own, awareness, taking independent decisions and initiatives, etc. Through whatbehavioural change occurs.- You do not get better workers for the organization only; they are also more employable for othercompanies. Outplacements are optimized.- It is customized and flexible (right-on-time training). At any time, start with the issue that is currentanddurationcanbeshort.- Results of the development are objective and are recorded in a portfolio.- The costs of workplace training are lower compared to the training school. They will be trained in theirwork situation, thus saving travel and subsistence, work can continue, so no paid leave, faster result oflearning, more engaged employees, more efficiently, less errors and more independent workers.