OR training and OR counselling

– klik hier voor de Nederlandse versie van deze tekst –

In the world of Works Councils (OR is the abbreviation for the Dutch word for Works Council, ‘Ondernemingsraad’), ‘OR training’ is a widely used concept, although the concept is not just about training. In recent years, OR training has gradually turned into OR counselling. Or better still: ‘off-site team days’. After all, what is the difference between the work of the Works Council and what the management team does during their off-site team days?

In this article we provide further explanation (Dutch).

Because the terms ‘OR off-site team days’ and to a lesser extent ‘OR coaching’ are not yet well established, we also still use the terms ‘OR training’ and ‘OR course’. But whatever we call it, it is ultimately about coaching and guiding the Works Council to achieve its best potential: realising a professionalisation of the Works Council.

Below we explain what this guidance of Works Councils at CT² entails.

counselling the Works Council

In our vision, employee participation is essential for every company and every employee. The Works Council often acts based on the Dutch Works Council Act (WOR), but that doesn’t have to be the only starting point. The chosen form of participation must fit in well with the organisation.

To achieve this and to ensure that the Works Council meets its goals, CT² has developed a unique concept in the Netherlands. The counselling of the Works Council at CT² preferably consists of a 3-step plan: the preliminary phase, the actual OR training and a follow-up session. The scope and depth of the pre-training and post-learning procedure are always related to the duration of the OR training.

OR training in 3 steps

The preliminary process includes a questionnaire that enables us to map out the many factors that influence the OR training. We use these results to customise the OR training.

The training itself is composed of predefined components that are closely aligned with the Works Council and the organisation.

Sometime after the OR training, when the Works Council has applied what has been learned, we conduct an evaluation meeting. We compare the results of this evaluation with the baseline measurement, making the results of the OR training measurable.

In addition to OR training courses, we offer various other forms of counselling specifically for Works Councils; take a look at the menu above. We further explain the steps of a tailor-made OR training below; click on the titles for more information.

preliminary process OR training ↓

The preliminary process of the OR training starts with an intake with the daily OR management or the entire Works Council. In a conversation, we jointly explore and determine the issues the Works Council is facing and where improvement is possible. We also discover which approach fits the Works Council and what is needed.

We also often recommend that the Works Council trainer meets with the Bestuurder of the Works Council. This gives the trainer a clear picture of the organisation and employee participation in the organisation.

After consultation, the trainer proposes a OR training course of one or more days. Whether the training is aimed at learning about the Works Councils Act, dealing with a reorganisation or handling problems within the Works Council; CT² is happy to provide the Works Council with expert assistance and/or support in any form.

OR course questionnaire

Next, we compile a specialised training needs assessment for each Works Council. The purpose of this e-based questionnaire is to identify various group variables and the (learning) needs. A questionnaire distributed before the Works Council course usually consists of:

an organisational analysis
an analysis of the Works Council
a learning style analysis
backgrounds of the objective(s) of the OR course

Because we are not only asking about the background, learning goals and motives to participate in the training, the questionnaire goes beyond being ‘goalsetting’.

CT²’s preliminary process for its OR training is unique in the Netherlands. Contact CT² directly for more information.

the OR training at CT2 ↓

Based on the extensive preliminary process, the OR training for the Works Council is a tailor-made approach; the trainer, who is precisely prepared, immediately starts working with the group. The trainer is highly experienced and, therefore, extremely flexible in dealing with the questions and interventions that may occur during the OR training.

During the OR training, instruction, practice, presentations and exchange all play important roles. We ask for active participation from the Works Council members, ensuring that the findings and agreements are optimally implemented and participants learn the most.

Popular topics are: the internal performance of the Works Council, skills, substantive subjects, legislation and knowledge subjects, relations and work environment, working method, the position of the Works Council and how to deal with the Bestuurder.

At the start of the OR training, each participant receives a personal workbook with substantive information and training material. Every workbook includes the (personal) results of the pre-training phase. We use the workbook as a work folder during the OR training and as a reference work afterwards.

In the case of a multi-day OR training, the first (and second) day consists of a morning, afternoon and evening programme (until approximately 19.30h). The last day includes a morning and afternoon programme.

completion OR course

We conclude each Works Council course with the section ‘Names & Numbers’: we reach agreement on all the decisions taken during the OR course, determining when the work should be done and who will be responsible for the completion.

follow-up process OR training ↓

A few weeks (no later than two to three months) after the OR training, a return day will take place under the supervision of the trainer to put everything that has been learned to the test in everyday practice.

During this daily period, we will discuss the results of the OR training and compare these with the results of the individual questionnaires and/or preparation assignment.

We primarily focus on the practical applicability of the subjects that were discussed. Any agreements and agreed-upon methods from the OR training are reviewed and checked for their effectiveness. We also make additional agreements.

Following this meeting, the trainer creates an evaluation report about the effectiveness of the Works Council counselling. This evaluation report is primarily intended for internal use by the Works Council, but can also be used by the Works Council to report to other parts of the company.

transfer matrix Works Council course

Below is a graphic image of the CT² work method, showing an example of a transfer matrix for an OR course. This transfer matrix is a summary of the expectations of all parties involved.

transfermatrix EN - CT2.nl

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Want to know more? Make an appointment via the contact form

or call assistant Elma Harmans directly on +31 (0)40-2813128 to make an appointment.

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Note: Please note that we are a Dutch organisation and that all our information is originally composed in Dutch. For the benefit of our English-speaking customers we have translated some of our online information. We are still in the process of translating even more of our information. It could therefore be that you will come across Dutch pages on CT2.nl. Please contact us if you would like more information.