Conventional 'training' is required to cover essential work-related skills, techniques and knowledge, and much of this section deals with taking a positive progressive approach to this sort of traditional 'training'. Importantly however, the most effective way to develop people is quite different to conventional skills training, which let's face it most employees regard as a pain in the neck…
You might not immediately be able to put great new emphasis on 'whole-person development'. Being realistic, corporate attitudes and expectations about what 'training' is and does cannot be changed overnight, and most organisations still see 'training' as being limited to work skills, classrooms and powerpoint presentations. However, if you start imagining and thinking and and talking about concepts and expressions such as:
There are many different training and development methods. ...
g, technical training, behavioural development training, role-playing and role-play games and exercises, attitudinal training and development, accredited training and learning, distance learning - all part of the training menu, available to use and apply according to individual training needs and organisational training needs.
Training is also available far beyond and outside the classroom. More importantly, training - or learning, to look at it from the trainee's view - is anything offering learning and developmental experience. Training and learning development includes aspects such as: ethics and morality; attitude and behaviour; leadership and determination, as well as skills and knowledge.
Development isn't restricted to training - it's anything that helps a person to grow, in ability, skills, confidence, tolerance, commitment, initiative, inter-personal skills, understanding, self-control, motivation and more. If you consider the attributes of really effective people, be they leaders, managers, operators, technicians; any role at all, the important qualities which make good performers special are likely to be attitudinal. Skills and knowledge, and the processes available to people, are no great advantage. What makes people effective and valuable to any organization is their attitude.
Attitude includes qualities that require different training and learning methods. Attitude stems from a person's mind-set, belief system, emotional maturity, self-confidence, and experience. These are the greatest training and development challenges faced, and there are better ways of achieving this sort of change and development than putting people in a classroom, or indeed by delivering most sorts of conventional business or skills training, which people see as a chore.
This is ...
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(Training and Development College Essay Example | Topics and Well Written Essays - 1750 Words)
“Training and Development College Essay Example | Topics and Well Written Essays - 1750 Words”, n.d. https://studentshare.net/miscellaneous/298595-training-and-development-college-essay.
The role of college education towards development is irrefutable. Among the key importance of college education is the provision of avenues for graduates that relate to the ability to earn income from their areas of specialization. In the contemporary setting, most colleges provide education with an objective of anchoring students’ future occupation.
The most common customers were the Second World War contemporaries of Mr. Hank. Hank's Pizza corner at that time served as a place for the seniors to hang out and exchange gossip. While pizzas were baked on old fashioned ovens, kettles of tea brewed continuously with cups and cups being doled out fueled the gossip.
What could be the reasons that for some people developing personality becomes so challenging
One of the most important aspects in personal Development is perseverance. One may have the required qualities but to really implement those qualities in the real situation he need to persevere.
Central to such unfavourable comparisons is the particular route of VET reform taken in this country following the establishment of the National Council for Vocational Qualifications (NCVQ) in 1986 (Marks, 1996; Gokulsing et al., 1996).
As long ago as 1989, Jarvis and Prais's comparison of training and qualifications in France and Britain accused the NCVQ approach of being far too 'narrowly job-specific' and warned that the 'exclusion of externally marked written tests of technical knowledge and of general educational subjects' would lead to a 'section of the workforce inhibited in job flexibility, and inhibited in the possibilities of progression' (Jarvis & Prais, 1989, p.
There is a common misconception that those who reach up the ladder no longer need personal development; but this is seldom the case. Personal growth opportunities for people at this level are said to be rare. In fact, the idea of using an executive coach was looked upon as a weakness for many years.1 The higher up people got in a company, the more responsibilities they were supposed to handle without any outward sign that they were in distress.
The importance of understanding organizational behavior can be understood from the fact that it focuses on human behavior and how organizations functions. Organizations comprise of many human beings interacting, socializing and working towards achieving common goals.
rsonal story, and a real world example concerning personal betterment to demonstrate that without a college education people face an uphill battle and in many situations a less fulfilling life.
In a recent speech President Obama urged Americans to receive a college education.
Businesses have begun to shed their rather traditional views of corporate leadership that relied on control management in order to guarantee high performance. In exchange, a more progressive human resources model is being developed that brings better employee skills profiling with an emphasis on personal leadership growth and job skills rotation.