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Human Resource Management - learning styles, Government training programmes in Trinidad and Tobago

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Introduction

NAME: REANA SINGH COURSE: BTEC HND HUMAN RESOURCE MANAGEMENT SUBJECT: HUMAN RESOURSE DEVELOPMENT DUE DATE: 27TH APRIL, 2011 TASK 1 'I don't need theory or models. I just need financial resources'. This statement made by the Chief Operating Officer who is responsible for the organisation's Human Resource Development. According to Honey and Mumford (1992) they noted that 'people vary not just in their learning skills but also in their learning styles'. They formulated a popular classification of learning styles in terms of the attitudes and behaviours which determines the individual's preferred way of learning. These styles are the Activist, Reflector, Theorist and Pragmatist. The activist learning style is a person who will try anything which involves new experiences. They are open-minded and enthusiastic but are easily bored by long term implementation and consolidation. They act first and think about consequences later. They are the type that likes challenges, tackling problems and brainstorming. On the other hand the reflector style is a person who stands back and observes and think about new experiences. They analyse all data available before making a decision. This type of style may be used by a person who likes to adopt a low profile and also likes to listen and observe others carefully. With the theorist style this person thinks on logic. Theorists are eager on basic assumptions, principles, theories, models and system thinking. This style displays rationality and logic and has a clear purpose and structure. It is interested in certainty and likes to analyse reasons for success or failure. The pragmatist style is keen on trying out new ideas, techniques and theories to see if it actually works in practice. This style offers techniques with practical applications and likes to respond to opportunities and problems as a challenge. ...read more.

Middle

Stated in the policy, it will guide "a comprehensive set of initiatives for the advancement of tertiary education, Technical and Vocational Education and Training (TVET) and lifelong learning through the development of a coherent, effective and integrated sector that provides multiple pathways for all citizens to navigate successfully through a seamless education and training system." From this policy the government has implemented many training and development programmes to improve citizens from all age sectors to help in promoting education and training of different skills. The government has a very important role in training and development due to the fact that they have the resources, research and data available to implement programmes such as these. The government gives the citizens a chance to continuously improve in learning and development with some of the programmes available such as Prior Learning Assessment Recognition (PLAR), Multi-Sector Skills Training Programme (MuST) and Retraining Programmes. In Trinidad and Tobago there is Trinidad and Tobago National Vocational Qualification (TTNVQ) which is a standardised national vocational qualification for courses that are pursued in the area of technical and vocational training and education. Presently, these TTNVQ's are currently being developed and introduced in Trinidad and Tobago by the National Training Agency (NTA). NTA is the central coordinating agency for vocational and technical education and training. This agency conducts training for Assessors and Internal Verifiers for training providers offering programmes that are leading to the award of TTNVQ's. TTNVQ's main aim is based on a person's competence within the world of work. The candidates are assessed under actual workplace conditions where there is more importance on competency based assessment. This program prepares the candidate with the required skills to competently perform the job in main accordance with the standards required by the industries. ...read more.

Conclusion

By encouraging investment in skills and education the country will become a diverse workforce and having a benchmark standard it will raise the standard and quality of training and education. Secondly, is developing the national training infrastructure which would be the establishment of an integrated framework of vocational qualifications based on national standards. Trinidad and Tobago government has established some programmes in the vocational and technical areas which are proved to be very successful in the past and present. Third, with these programmes implemented, the government should have policy measures for consultants. They should have a board to choose consultants because they have standards on what consultants should meet when training and developing. The government should get people that are qualified and competent and should have a regulatory body to set standards for consultants. Fourth, the government should also establish a national network of regionally-based institutions which would co-ordinate, finance and administer delivery of the national training programmes. This network will allow links between local authorities, career services in schools and local job centres which would foster business support and community awareness. These provided will aid the public in choosing a path for development and training opportunities. A fifth improvement that can be made in the government is it should provide funding for specific initiatives to support HRD, where the local or regional market alone fails to maintain sufficient levels of demand and investment. A number of initiatives are presently aimed at enhancing the employability of young people and their access to training and development. The last improvement is to stimulate the demand for learning which would set out the government's vision which is 'lifelong learning'. This should be able to drive up the demand for learning with all types of individuals. Once individuals are encouraged to develop and learn, it may improve their employability and the individuals will have openness to learning and developing continuously. ...read more.

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