The L&D-Learning and Development Process Undergoing Changes
Learning should therefore not be seen as an additional burden on top of what is already perhaps a heavy workload, but rather something to be welcomed as a means of dealing as effectively as possible with that heavy workload.
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'.
The personal development theme was reinforced by the involvement in training. However, lifelong learning involves far more than pure training activities.
The lessons gained from these early experiences have been constantly re-inforced, particularly as I have always worked in organizations undergoing change.
In the field of human resource management, training and development is the field concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings. It has been known by several names, including employee development, human resource development, and learning and development.
The facilitators are Human Resource Management staff. And the providers are specialists in the field. Each of these groups has its own agenda and motivations, which sometimes conflict with the agendas and motivations of the others.
The conflicts are the best part of career consequences are those that take place between employees and their bosses. Training an employee to get along well with authority and with people who entertain diverse points of view is one of the best guarantees of long-term success. Talent, knowledge, and skill alone won't compensate for a sour relationship with a superior, peer, or customer.
Training of employees in the cognitive, affective and psychomotor domains ensures steady growth of the organization and the employee alike. Learning has long been debated in realms of religion, philosophy, and more recently, psychology. The challenge of creating a comprehensive definition lies in the different interpretations of both intent and method of learning. Most often, learning is used in an ambiguous manner, without clear definition of hidden assumptions and viewpoints. Rather than exploring more deeply the diversity of learning, learning methods, and learning intent, new situations are unfortunately approached with the intent of shaping the situation to the world view and design methodology. Some of the areas covered are Technical and Domain Trainings, Leadership, Behavior and Communication skills programs, and Personal Enhancement workshops.
Learning is not just important to ensure that we keep up-to-date with developments in our particular field. It is also an important source of motivation, stimulation and job satisfaction. Learning should therefore be seen as something positive and worthwhile in its own right, not just something that we have to do to meet other people's expectations of us.
Learning is therefore important because it helps us to keep in tune with trends and developments in our own field. It provides stimulation and job satisfaction and also helps to keep us on our toes to make sure that we do not become blasé and thus more likely to make mistakes.
Development is an area that was once considered the privilege of top management alone – employees were trained, while managers were developed. Not anymore; the modern organization looks at Learning and development as one unit, as it deals with the cognitive skills of human beings.
Professional development is all about goal-setting. Setting obtainable or realistic goals is imperative to attaining what you need or want. Goals must be measurable and they must have a timetable for them to be accomplished. If you set a goal that cannot be measured it is often difficult to see how far you have come or how much you have progressed from the beginning. At the same time, goals that do not have a set timetable have a tendency to become a fantasy instead of a reality. Timetables give you focus and a sense of urgency in everything you do when it is related to your goal. Being able to measure your progress and setting a timetable will give you a sense of accomplishment and keep you thinking positively.
Learning should therefore not be seen as an additional burden on top of what is already perhaps a heavy workload, but rather something to be welcomed as a means of dealing as effectively as possible with that heavy workload.
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'.
The personal development theme was reinforced by the involvement in training. However, lifelong learning involves far more than pure training activities.
The lessons gained from these early experiences have been constantly re-inforced, particularly as I have always worked in organizations undergoing change.
In the field of human resource management, training and development is the field concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings. It has been known by several names, including employee development, human resource development, and learning and development.
The facilitators are Human Resource Management staff. And the providers are specialists in the field. Each of these groups has its own agenda and motivations, which sometimes conflict with the agendas and motivations of the others.
The conflicts are the best part of career consequences are those that take place between employees and their bosses. Training an employee to get along well with authority and with people who entertain diverse points of view is one of the best guarantees of long-term success. Talent, knowledge, and skill alone won't compensate for a sour relationship with a superior, peer, or customer.
Training of employees in the cognitive, affective and psychomotor domains ensures steady growth of the organization and the employee alike. Learning has long been debated in realms of religion, philosophy, and more recently, psychology. The challenge of creating a comprehensive definition lies in the different interpretations of both intent and method of learning. Most often, learning is used in an ambiguous manner, without clear definition of hidden assumptions and viewpoints. Rather than exploring more deeply the diversity of learning, learning methods, and learning intent, new situations are unfortunately approached with the intent of shaping the situation to the world view and design methodology. Some of the areas covered are Technical and Domain Trainings, Leadership, Behavior and Communication skills programs, and Personal Enhancement workshops.
Learning is not just important to ensure that we keep up-to-date with developments in our particular field. It is also an important source of motivation, stimulation and job satisfaction. Learning should therefore be seen as something positive and worthwhile in its own right, not just something that we have to do to meet other people's expectations of us.
Learning is therefore important because it helps us to keep in tune with trends and developments in our own field. It provides stimulation and job satisfaction and also helps to keep us on our toes to make sure that we do not become blasé and thus more likely to make mistakes.
Development is an area that was once considered the privilege of top management alone – employees were trained, while managers were developed. Not anymore; the modern organization looks at Learning and development as one unit, as it deals with the cognitive skills of human beings.
Professional development is all about goal-setting. Setting obtainable or realistic goals is imperative to attaining what you need or want. Goals must be measurable and they must have a timetable for them to be accomplished. If you set a goal that cannot be measured it is often difficult to see how far you have come or how much you have progressed from the beginning. At the same time, goals that do not have a set timetable have a tendency to become a fantasy instead of a reality. Timetables give you focus and a sense of urgency in everything you do when it is related to your goal. Being able to measure your progress and setting a timetable will give you a sense of accomplishment and keep you thinking positively.