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What should be taken into account while organizing language trainings for company’s employees?

Checking the training needs of our employees
The selection of language training should be preceded by thorough examination of language needs on particular levels and positions. It is good to pay attention to the type of tasks executed at work which require the knowledge of a foreign language – whether our employees need it for writing internal reports, reading specialist texts or making presentations, conducting telephone conversations or business negotiations.
Determining the goal of the training (employee’s objectives, employer’s objectives)
Finding a happy medium for the company’s training policy and employees’ individual goals is an optimal solution. The employer should specify the training profile (business, general, specialist).
Language certificates issued at the end of the course could be of importance here – they will motivate the course participants to work strenuously and verify school effectiveness.
Determining results
Language school should, having carried out preliminary placement of course participants and specified the course intensity and profile, inform about the results to be expected on finishing the course.
Choosing appropriate intensity
The training should give employees, apart from the results, satisfaction and the sense of self-development.  Course intensity should be adjusted to the availability of course participants – an extremely intensive course could turn out to be too exhaustive, whereas little absorbing one could fail to bring expected results. 
Determining group sizes

Large groups with participants whose needs are different are only apparently economical – the results obtained in such an environment will not satisfy the employer’s expectations, they will be a cost rather than an investment.