Custom postgraduate programmes
There comes a stage in a company’s development when a whole team or group of specialists needs a boost of new knowledge, skills or educational challenges. Custom postgraduate programmes are an ideal option and an alternative to long cycles of internal training.
A custom postgraduate programme means:
- a postgraduate format – two semesters, or longer for an MBA,
- a curriculum that reflects the needs of the client’s business and its employees,
- classes taught by practitioners in the areas they teach,
- a university diploma.
Watch our promotional video
The video is in Polish.
Who we work with
NESSE has been developing leaders and teams since 2009: over 300 clients, over 980 long-term development programmes, nearly 25,000 participants and over 8,500 training days, in a quality system certified to ISO 9001 by DEKRA. For postgraduate programmes we partner with academic and business institutions – combining resources, potential and creativity into new projects that bring value to our clients.
WSH Humanitas University in Sosnowiec – main partner
The postgraduate programmes take place at WSH and under its banner, so participants receive a university diploma at the end. Humanitas is a university with a long tradition in higher education that boldly introduces educational innovation and non-standard fields of study.
DPC Polska – supporting partner
We share part of our DNA with DPC Polska: a passion for self-development and teaching others. DPC specialises in the Lean philosophy, which is now present in almost every aspect of company development.
Programmes delivered
We ran both programmes with WSH Humanitas University in Sosnowiec. Graduates received a postgraduate diploma. We build the programme for your company on their basis.
HR Manager in automotive
2 semesters · 170 hours · 60% on-site in Katowice, 40% online
For experienced HR Managers from automotive manufacturing companies preparing themselves and their teams for changes in HR. Approx. 90% of the lecturers are practitioners.
- Strategic human resource management – trends (42 h): the HR Manager’s role, functional HR strategy, leadership and organisational culture, diversity management.
- HR processes in a VUCA world (56 h): change management, recruitment, onboarding and appraisals, competency models, Lean HR, pay and benefits, career paths, succession, mentoring.
- HR Manager competencies (72 h): communication and storytelling, working with resistance and conflict, coaching tools, facilitating meetings, HR authority, problem-solving.
Career paths and succession planning
2 semesters · 168 hours · weekend sessions, on-site and online
For HR specialists and managers, business owners and people responsible for HR policy. The final exam is a project: an Individual Career and Development Path.
- Human capital development strategy: linking career paths to strategy, competency profiles, career models.
- Designing development paths: career counselling, succession plans, motivation in development.
- Assessing competencies and talent: psychometric tools, self-assessment, AC/DC.
- Competency development methods: coaching, mentoring, shadowing, measuring training effectiveness.
- Integrating HR processes: process audit, communication, recruiting and retaining high-potential people.
Academic supervision: Anna Wodyńska, founder of NESSE, Managing and Content Director.
Why choose this format?
- A formal educational path structures the learning and development process and gives learning greater weight. Psychologically, our brains and habits make us approach studies differently from training. When we hear “studies”, we hear something serious – and that translates into different energy and motivation to learn.
- Individual classes are selected on a modular basis. From the rich catalogue of classes offered by us and our partners, we build with you a highly valuable curriculum that responds to what your organisation needs right now.
- Drawing on our expertise, we develop an innovative curriculum based systematically not only on the latest research, but also on the most proven and sought-after techniques and approaches on the market. Thanks to this combination and the right sequencing of topics, you receive an offer that supports the process of change in your company.
- In open-enrolment programmes, the use of the knowledge and skills acquired very rarely reaches 100%. Regular studies always include topics that cannot be applied in business practice. With a custom programme, almost 100% of the time spent studying can be used to implement topics that serve the company’s strategy.
- The company controls which topics are implemented and at what level. This makes it possible to coordinate the postgraduate programme better with other forms of employee development and helps participants apply what they learn in their work.
- Organisationally, there is more flexibility in coordinating the schedule and choosing the venue. Classes can take place at your premises and/or in the university’s teaching facilities, which are equipped with numerous tools that support learning, including the latest technologies.
- In addition to the course materials, students can use the university’s rich and constantly growing library resources.
A custom programme in a few steps
Needs analysis
We meet, conduct interviews and work with you to identify the knowledge and skills you need to deliver your strategy. We use strategic analysis tools and a personnel audit, which answers the question: “To what extent can employees’ current competencies deliver the company’s strategy?” To assess competencies we use Extended DISC, CCQ, the Reiss Motivation Profile, in-depth interviews or elements of AC/DC.
Building a learning path from thematic modules
We analyse the main goal, without forgetting the partial learning objectives of each module and topics that run across several modules. From our catalogue we select the topics that best support development, or create a new educational offer. Together with the client we also design the best way to verify learning outcomes.
Launching the project
When launching the project, what matters is not only a formal opening, but also clear communication of the principles, rules and obligations.
Running the project
Coordination and communication throughout the classes are key to the success of an educational project. The participants are our partners too. Looking after a good atmosphere and tracking participants’ changing learning needs is very important for engagement and for getting the most out of every module.
Evaluation
Verifying knowledge and skills and assessing learning outcomes is a compulsory part of a postgraduate programme. At this stage we also advise clients on how to go a step further in measuring learning outcomes and their impact on business results.
Let’s talk about a programme for your company
Tell us what your team needs to learn – we will propose a curriculum, a schedule and a way of measuring results.
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