{"id":79903,"date":"2022-05-27T01:32:28","date_gmt":"2022-05-27T01:32:28","guid":{"rendered":"https:\/\/hakapetk.com\/introduction-to-training-and-its-types\/"},"modified":"2024-04-07T08:15:12","modified_gmt":"2024-04-07T06:15:12","slug":"introduction-to-training-and-its-types","status":"publish","type":"post","link":"https:\/\/hakapetk.com\/en\/introduction-to-training-and-its-types\/","title":{"rendered":"Introduction to training and its types"},"content":{"rendered":"

Introduction to training and its types<\/span><\/h1>\n
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Organizations are interested in training because the money spent on training represents an investment in human resources, The return on human resources investment may be in the form of increased overall productivity. But on a personal level The importance of training is to increase knowledge and skills that may improve personal motivation and ability to work. Training is an activity to improve current and future staff capabilities and skills.<\/span><\/div>\n
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Introduction to training and its types<\/span><\/h2>\n
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Training is different from education, The focus of training is on improving specific work-related capabilities and skills, Education is an increase in knowledge and concepts that are not necessarily related to a particular function. The training aims to improve the skills of individuals to perform specific tasks. Groups of activities seeking this purpose collectively represent training activities, We will discuss these activities in detail in the context of this chapter. Training can therefore be regarded as “work adaptation” or “a change in an individual’s psyche and attitude towards work in preparation for providing knowledge and improving an individual’s work performance skills”.<\/span><\/div>\n<\/div>\n<\/div>\n
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Introduction to training and its types<\/span><\/h4>\n

Training steps<\/span><\/h3>\n
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The theory or steps of training include four logical stages and successive stages. These stages begin with identifying training needs, Which means identifying the skills that some individuals and departments need to improve, this is described in detail in a set of goals that must be achieved before the end of training, And these goals are changes in directions, And the growth of knowledge, Improving skills in specific functional areas.<\/span><\/div>\n
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After that, Things go to the design of the training plan, i.e. translating the goal into training topics (or educational and training materials and content), Identify the methods that the trainer will use in the following areas to communicate training topics (such as lectures, situations, exercises and discussions) with trainees. Training methods (e.g. pens, blackboards and pens) have also been identified. As part of the design the training plan must determine the trainers in the plan and the cost (or budget) of the training. Then the problem enters the stage of implementing the training plan, which includes important activities, Such as determining the plan’s implementation schedule (based on the date, time and time of the meeting). This also includes positioning<\/span><\/div>\n<\/div>\n
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training (arranging and preparing equipment), The day-to-day work of the plan’s implementation procedures is gradually followed. At last After the training plan is over, An assessment is needed by evaluating the performance of trainees, or evaluate their views in the planning process. Don’t forget to group the evaluation results into all plans, This may mean that the organization must evaluate training activities as a whole.<\/span><\/div>\n<\/div>\n<\/div>\n
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Who is responsible for the training activity?<\/span><\/h3>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n
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Training is a shared responsibility of all parties involved in training (i.e., Human Resources Management, And the supervisors are on the job site, Individual trainees receiving training. Responsibilities of human resources managers and supervisors.<\/span><\/div>\n<\/div>\n<\/div>\n
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Human Resources Department<\/span><\/span><\/h3>\n
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Design an integrated training system.<\/span><\/div>\n
Coordination of all training work in the company. <\/span><\/div>\n
Preparing training plans outside the company and following up on internal plans. <\/span><\/div>\n
Maintaining a comprehensive training programme at the departmental and individual level. <\/span><\/div>\n
Providing professional knowledge and advice on training.<\/span><\/div>\n
Ensure that executives meet their responsibilities in mentoring.<\/span><\/div>\n
Advising staff and making them aware of the need for training. <\/span><\/div>\n
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Managers<\/span><\/h3>\n
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Providing skills and information to subordinates. <\/span><\/div>\n
Identify the training needs of his department and subordinates. <\/span><\/div>\n
Implementation of training programs within the company. <\/span><\/div>\n
Discuss with subordinates the factors affecting their share of the training program. <\/span><\/div>\n
Providing technical knowledge for the design of internal procedures.<\/span><\/div>\n
\u2022 Participation in training and development work<\/span><\/div>\n
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We must not forget that anyone in the organization must be responsible for training and developing himself, He must understand himself and identify areas that need to be developed. It is then discussed with the direct manager or training and human resources manager to understand what can be done on this issue and its role and the role of other parties in the training and development process.<\/span><\/div>\n<\/div>\n
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Training types can be divided into:<\/span><\/div>\n
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Recruitment phase <\/span><\/div>\n
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Mentoring new staff. <\/span><\/div>\n
On-the-job training. <\/span><\/div>\n
Training to update knowledge and skills.<\/span><\/div>\n
4- Promotion and transfer of training. <\/span><\/div>\n
Training retirement institutions. <\/span><\/div>\n
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Type of job<\/span><\/h3>\n
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Professional technical training. <\/span><\/div>\n
Vocational training. <\/span><\/div>\n
Administrative training. <\/span><\/div>\n
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1- Within the company.<\/span><\/div>\n
2- Outside the company<\/span><\/div>\n
A- In a private company. <\/span><\/div>\n
B. In the government’s plan.<\/span><\/div>\n<\/div>\n<\/div>\n
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Types of training by employment stage<\/span><\/h3>\n<\/div>\n
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Induction training for new staff<\/span><\/div>\n
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The new employee needs a set of information to provide for the new job. The information the new employee receives in the first few days and weeks of work will affect his performance and psychological trends for many years to come.<\/span><\/div>\n
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The plan to bring new employees to work includes many objectives, Like welcoming new employees, and create a good mental attitude towards the project, and prepare new employees for work, and train them to work. These projects differ in the way new employees are designed, Some projects depend on the way of besieging, Some projects depend on interviews with the direct supervisors of these employees, Other projects depend on the inclusion of all printed brochures of important information, And other ways.<\/span><\/div>\n<\/div>\n<\/div>\n
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The most important data and information collected by these methods for providing the new employee are as follows:<\/span><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n

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General information on the project such as its history, product type, administrative organization and organizational structure. <\/span><\/div>\n
2- Attendance and departure system. <\/span><\/div>\n
3- Work clothes.<\/span><\/div>\n
4- How to use element properties such as phone and camera. <\/span><\/div>\n
Salaries, benefits, bonuses and discounts. <\/span><\/div>\n
Periodic, sick and emergency leave and procedures.<\/span><\/div>\n
7- Conduct at work and rules of intrusion, eating and drinking. <\/span><\/div>\n
Industrial safety rules.<\/span><\/div>\n
Project location, management and department. <\/span><\/div>\n
Social insurance, pension system and benefits. <\/span><\/div>\n
Holidays and holidays. <\/span><\/div>\n
Promotions and incentive measures. <\/span><\/div>\n
Names of supervisors, colleagues and subordinates.<\/span><\/div>\n<\/div>\n<\/div>\n
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On-the-job training:<\/span><\/div>\n
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Organizations sometimes hope to provide on-site training instead of anywhere else to ensure higher training efficiency. The organization then becomes greedy and seeks its direct supervisor to provide trainees with personal information and training. The importance of training lies in the fact that many machines today are complex, This is not enough to prepare the worker or his previous experience, However, he must receive direct training on the device itself and its supervisor. This type of training method is that unless the supervisor is a skilled coach and a role model, There is no guarantee that the training will be effectively implemented. <\/span><\/div>\n
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Training to update knowledge and skills<\/span><\/div>\n
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When personal knowledge and skills become obsolete, Especially when there are new methods, techniques and work systems, Appropriate training is necessary. for example , When modern information systems and computer systems interfere with purchasing business, accounts, wages, sales and document preservation, Incumbents need new knowledge and skills to enable them to do business using modern systems.<\/span><\/div>\n<\/div>\n<\/div>\n
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4- Training for the purpose of upgrading and transferring training<\/span><\/div>\n
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Promotion and transport mean that an individual’s current skills and knowledge are likely to be different from the skills and knowledge required for promotion or transfer. Training in this difference is necessary to fill gaps in skills and knowledge. When the company hopes to promote a production worker to a supervisory position, I.e. promoting him from a technical position to an administrative position, This difference justifies the worker’s participation in the training program, The same result can be imagined. Knowledge and skills about management and supervision.<\/span><\/div>\n
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5- Retirement training in high-end organizations\u00a0<\/span><\/div>\n
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Older workers are preparing to retire. the person’s trail rather than the sudden feeling that withdrawal from the pension would be “closed on the shelf”, But his path to finding new ways to work or enjoy life, and find advantages other than employment, And pressure management.\u00a0<\/span><\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n
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Types of training by type of job<\/span><\/h3>\n<\/div>\n
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1- Technical and vocational training is related to manual and mechanical skills in technical and professional works, Like electrical works, And carpentry, And machines, And maintenance, And operation, And welding, And plumbing, Etc. Apprenticeships are a kind of vocational and technical training. And in this kind of training, Some companies or unions have established schools for workers to learn (usually young people), They often receive technical certificates (which may be equivalent to a middle or secondary school) and are usually guaranteed employment if successful. <\/span><\/div>\n
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Vocational training includes the content of training knowledge and skills above technical and professional positions. It usually includes accounting, procurement, sales, production engineering and maintenance engineering. Knowledge and skills here do not focus much on traditional procedures, Rather, it focuses on solving different problems, designing, planning, following up and making decisions on different problems.<\/span><\/div>\n<\/div>\n<\/div>\n
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Management training includes the knowledge and management and supervisory skills required for fewer management positions (i.e. supervisor), average or higher. It’s a piece of knowledge that includes management for planning, organization, oversight, decision-making, guidance, leadership, motivation, group management, coordination and communication.<\/span><\/div>\n<\/div>\n<\/div>\n
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\"The<\/p>\n

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Introduction to training and its types<\/h5>\n

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\"All<\/div>\n
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Introduction to training and its types<\/h5>\n
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Introduction to training and its types<\/h5>\n
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Introduction to training and its types Organizations are interested in training because the money spent on training represents an investment in human resources, The return on human resources investment may be in the form of increased overall productivity. But on a personal level The importance of training is to increase knowledge and skills that may […]<\/p>\n","protected":false},"author":276,"featured_media":76257,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1631],"tags":[],"class_list":["post-79903","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized-en-2"],"meta_box":[],"_links":{"self":[{"href":"https:\/\/hakapetk.com\/en\/wp-json\/wp\/v2\/posts\/79903","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/hakapetk.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/hakapetk.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/hakapetk.com\/en\/wp-json\/wp\/v2\/users\/276"}],"replies":[{"embeddable":true,"href":"https:\/\/hakapetk.com\/en\/wp-json\/wp\/v2\/comments?post=79903"}],"version-history":[{"count":0,"href":"https:\/\/hakapetk.com\/en\/wp-json\/wp\/v2\/posts\/79903\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/hakapetk.com\/en\/wp-json\/wp\/v2\/media\/76257"}],"wp:attachment":[{"href":"https:\/\/hakapetk.com\/en\/wp-json\/wp\/v2\/media?parent=79903"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/hakapetk.com\/en\/wp-json\/wp\/v2\/categories?post=79903"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/hakapetk.com\/en\/wp-json\/wp\/v2\/tags?post=79903"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}