Introduction to the definition and requirements of training
Introduction to the definition and requirements of training
Training is part of human resources development (HRD). Since human resources management deals with all aspects of the staff, such as salary, bonuses and equal opportunities, It is necessary to distinguish between human resources development and the term “human resources section”, Of course, there is training in the development of relevant resources. Humans are interested in training, development and education. Human resource development has been defined as an organized educational experience (experiment) conducted in a specified period of time to increase the possibility of improving job performance and growth.
Introduction to the definition and requirements of training
Regulation means that it is conducted in a systematic manner. Although learning may be short-lived, However, training is linked to workers learning clear and accurate performance standards or objectives. It is important to have a goal. And without a goal, May fall into places. .. You may not know that the goal is a tool to guide managers, learners and trainers. Managers need goals in order to know what kind of return they will receive in training investment, Learners need goals to understand precisely what is expected of them, And the coaches, Because they need them to plan and make plans. Create an educational environment so that you can achieve the desired results.
Training, development and education
Human resources development plans are divided into three categories: Training and development, And education. Although some institutions classify all learning as “training” or “training and development”, Dividing them into three categories could make the expected targets more feasible.
Meaning is more accurate. As we mentioned earlier, Training is the acquisition of technology that enables workers to perform their current work at a record level, It can develop human performance in the work in which the worker is currently participating or has been employed, He will also be trained once new techniques are introduced in the workplace. Education is to train people to do different jobs.
usually granted to well-known talents with the ability to improve, or applicants for new jobs of the same level or higher, or to increase their potential. Unlike training where learners can be fully evaluated as soon as they return to work, Education can only be fully evaluated when learners are transferred to their future jobs or tasks, So that we can use what they learned during knowledge training to test it,
Development includes systematic, orderly and continuous changes, which is considered to play an appropriate role in the system.
Training can be compared to this image
– If I miss a meal every day, I won’t be able to work effectively and undernourished.
– Although evolution can be compared to this picture
– If I don’t eat, I will starve requires the systematic survival of death constantly developed, Training makes the organization more effective and influential in day-to-day operations. Likewise, Evolution and change should not be confused, Because the change indicates a change in the inner emotional or cognitive characteristics of the learner over time.
This change can be quantitative or qualitative and does not include direction, So it includes regression and progress, Development is always progress. Using a systematic method of designing training, education and development plans can ensure that organizations have as much access to their resources as possible. Although this book basically discusses the creation of training plans, However, you can also use a systematic method to create development and education plans with as little or no modification as possible.
The Training System
When someone hears or sees the word system, You’ll think of a wide-ranging way that requires many bookshelves and a lot of training to use, The method of training is not so difficult or complex.
The ISD (5) design model is designed to solve the training problem (showing figure 2 isd design model) originally created by the Ministry of Defense, But it can now be found in almost any kind of institution.
On these concepts the term “system analysis” developed and common after World War II may be the most commonly used training design model today.
The design of the training system (ISD) includes determining training requirements based on analysis of work performance requirement data for work experts to be implemented, And formulate training objectives based on the process of work analysis, And develop tests to evaluate performance.
The trainees offer training objectives, The ISD design will try to create a structure for the training design process when determining the best training strategy.
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Introduction to the definition and requirements of training
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