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| Learning And Training |
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Dynamics of Learning & Training™ |
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A highly competent workforce evolves from four areas. Firstly, the hiring of naturally talented people who's talents are matched correctly to the job demands ('square peg in a square hole'). Secondly, their effective training and orientation. Thirdly, their work conditions, environment, welfare and how they are compensated. And fourthly, how well they are lead, inspired coached and developed, including how well policies, goals performance standards and feedback is communicated by management. Training is one major contributor to competency development which has a significant impact on both the organization and individual employees.
But that training must be geared towards real learning needs and styles of each individual. Even if the training and well designed, and well delivered, it may have the wrong participants, learning the wrong things and therefore will be less effective. Training includes the smooth linkage between assessing organizational and individual learning/training needs, learning styles, program design, training delivery and the evaluation of learning/training effectiveness. Selection of effective trainers and methodologies and as well as trainees, all need proper coordination. |
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