Innovative ways to improve employee performance
Innovative ways to improve employee performance
And for training. During service, there’s a lot of need as a result of what he’s preparing. Training for the employee of Science and skills that are close to his profession or By knowing him on The finest answers to the problems they face Throughout his career. Which adds to it that we’ve been able to Doing his job and helping him avoid mistakes, to reach With this to me. degree and standard that You wish him. A side that seeks sophistication. And progress.
Staff training objectives
– Setting goals helps determine the time available to accomplish what you want in the available time and control this time.
– Setting goals in evaluating trainees and identifying Domain helps the access of data and expertise that the trainer intends to deliver to the trainees and thus the possibility of conversion in order to achieve the purposes of training.
– By setting the goals, the coach can speculate on the questions and positions that can meet him and determine how and how to trade with them.
– Setting goals supports the coach in determining the means of clarifying the position that can help him achieve the training goal he seeks to achieve. Basic sections for staff training purposes
1 Traditional staff training objectives:
(a) Train new workers and inform them of the policy and activities of the organization in which they will operate.
b) Provide the employee during the service with specific information or skills when introducing developments in working methods and methods or in regulations and laws.
2 Problem-solving objectives in staff training:
When the staff of the facility faces problems that require a solution, then it is the role of training in the search for the best methods that support workers to overcome these problems.
3 Creative goals for staff training:
It aims to achieve high levels of effort, through the use of advanced scientific methods, and elements with distinct specifications capable of innovation, innovation and creativity.
Getting to know Training objectives show us This importance that has been given And it’s still that element. Ilham In Resource Development Human and naturally Agitating inquiries about the usefulness of the exercise as it is allocated to it Financial capabilities and Humanity in organizations.
Keeping up with technological and regulatory developments: It is the results Technological Leadership Spread Use of machines close and complex, Which makes it imperative for organizations Its employees have passed on Use and repair everything that is Modern hardware close-up. as for Regulatory advances trendy lost organizations pushed to exercise its employees so that they can Adapting and understanding the organization Dialogue.
Reducing the need for supervision: The trainee employee who He realizes what He needs his job. He might take you down. Effort without Need to direct or continuous monitoring of his superiors, So it gives them their time and makes them devote themselves to doing with other activities in Service function of the organization. So the opposite of the untrained worker, He continues to want sustained guidance and constant oversight by his superiors, thus wasting their time in matters that could have been exploited in other efforts .
D- Improving the organization’s services: as well as the way the products it produces and displays , which reflects in the image of good links between the organization and its customers.
E. Reducing the proportion of work accidents: statistics associated with injuries to voltage calamities and trained workers have shown more smaller than among untrained workers, The lower the rate of effort, the less damage the organization bears in processing its workers, resulting in increased production and thus overs sales and profits.
Achieving career stability in the organization: And give it up. Stability and reputation Among the community, the employee The coach runs his job. Excellently permissible, Which causes an exaggeration of satisfaction. The authority is about producing it, and it pays for it. That’s to your rewards. by raising the monthly arrest or Providing and providing other benefits , Thus, workers are motivated to be satisfied with the organization and feel part of it, The likelihood of leaving the effort and moving to another body is less likely, They also protect their organization in the community .
Should Coach that what He speculates among them that it will happen. And above it within every hour of the hours Training and that It looks like the interns. The training point of their preparation And this is in unequivocal words, Just as it requires that The coach nods what he expects from the trainee and in All along and put the desired on top of him to think How to build groups for each training workshop A particular destination and every hour Training contributes to the addition of The kidneys.
The specifications of the successful trainer of his employees
– The desire to teach, the desire to give without barriers, and to make as long as the knowledge and experience in management and even life.
– Innovation and the search for modern ways to break the exercise routine, as it changes into a current obsession and constant challenge.
– Openness to everything that is modern, and accept progress no matter how high the rate of the coach and his success, Away from blockage .
Personal experience, the coach cannot succeed in carrying out his mission unless he has personal experience that makes him deeply familiar with all the stages that the trainees go beyond , as well as his experience with their abilities and possibilities and the limits of improving and developing them.
Sensitivity to individual needs, to discover, use and develop good qualities in different fields , A successful coach has a general outline of his work, close to sub-measures for you based on his understanding of the abilities and capabilities of the trainees.
And to be That’s the leader who. The trainees are looking forward to it. The perfect leader who His excellence stems from his confidence. In person, not from his powers to be He can create Good luck and development is not from yourself. Just because you’re one of the others, don’t forget you’re Leader of many , not god of parish. The subsequent video contains a selection of top-level sayings Famous people who enriched the world with their achievements and words so that you understand The price of leadership and the concept of the right leader and not the false twelve guidance for the successful coach in Maran staff
Here aredirections for the coach to become more effective and successful:
First: Preparing for staff training:
That point is the main basis for any good training effort, Therefore, you should not underestimate the planning and preparation of everything about the training programme in advance, as a successful trainer – from introductory observations to the period of change – needs to speculate on how all parts of the curriculum can be compatible with the other parts, Training must be conducted on training materials and their contents, schedule of procedures, exercises, Observations and various other elements are examined and then retrieved before the beginning of the course.
The trainer must also have a crisis plan. As an example , it has become clear from my experience that the time quotas that the sports director values for many and many of the course units are inaccurate, The sports director needs to be able to make adjustments to the course materials, contents and accompanying exercises.
If The coach’s preparedness demonstrates his respect for the participants and their giving Greatest and greatest degree of consideration and value their precious time. In addition, it gives good preparedness and readiness. The mascots are good impressions. All participants in the training process Leaders, supervisors and officials And others, Just as it enhances confidence. The artistic director is in his own right and he’s in control. campaign, and rid him of feelings of frustration and a sense of inferiority and helplessness in Investigate the purposes of the exercise.
Second: Setting the goals that training seeks to achieve in the performance of workers:
Participants should know what to expect from the course, and be clear about the final objective of the programme.
Thirdly: Fully involve trainees in the training process:
Trainees, usually elderly, do not retain information unless they have the opportunity to learn it with experience, meaningful discussion and serious participation, and you can show it to us the merits of training, by finding a tool that enables them to use recent data throughout the course,
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