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How trainig can contribute to an effective organization

Extracts from this essay...

Introduction

Table of Contents Subject page Unit 1 - Introduction 1.1 The aim of the project.............................................................2 Unit 2 - Literature review 2.1 Training.................................................................................2 2.2 Methods of training................................................................. 2.3 Skills...................................................................................... 2.4 Learning styles and theories.................................................... 2.5 Systematic Approach to training.............................................. Unit 3 -Methodology............................................................... Unit 4 - First Data Company 4.1 Systematic Approach to Training.............................................. Unit 5 - Recommendations and Conclusion................... APPENDICES.............................................................................. Unit 1 1.1 The aim of the project Companies and generally every kind of an organization is managed by people. Without all these people (employees) there is no company. This means that the employees are the most important asset of an organization. Behind a successful company are a successful manager and a successful team of employees and vice versa. The people make the difference. They learn, they set goals and they manage a company. They try hard in order to make an organization be effective. In order all these people to work as a team and to work effective they have to be trained. A training programme can be for a new position of a company or for a change in the culture of the company. The aim of this project is to examine the basic theories about training and how a training programme in a company operating in Greece can be effective and efficient so as to help employees improve their performance Unit 2 - Literature review 2.1 Training The first step before we analyze and try to understand which type of training is appropriate or which methods we should use, we have firstly to understand what is training. "Training is learning that is provided in order to improve performance on the present job." And this can be achieved by a trainee. "Trainee is a person who directs the growth of learners by making them qualified or proficient in a skill or task. Uses coaching, instructing, and facilitating techniques to accomplish the learning objectives."

Middle

In addition this approach enables an observer to obtain a wider picture of training functioning within the system or within the organization as whole. It gives a broader and possibly a different perspective of factors, influences and problems ant the way in which the impact not just upon the training section but also upon all parts of the system. The second way in which the term systems approach can be interpreted is, as a logical relationship between the sequential stages in the process of investigating training needs, delivering and validating trainings. Atkins believes that the emphasis on logical and sequential planning and action makes it more appropriate to describe this process as systematic. A system approach can be applied at organizational level to examine the broader issues of the aim, function and appropriateness of training. A systematic approach is applicable directly to the day to day functioning of the training department. Before a company applies the training method first of all has to perform Needs analysis. A Needs analysis looks not only at the tasks being performed, but also at other parts of the system that might defer at what may be done to improved. There are two main methods to discover training needs. The first one takes the proactive approach This is when a training analyst goes into the system or process and searches for problems or potential problems. The goal is to make the system more efficient and to prevent future problems from occurring. When a new employee is needed, the required Skills, Knowledge, and Attitudes (SKA) of the candidate are known, and the SKA the candidate must be trained on after being hired are also known. The second method is when a supervisor or manager comes to the training department for help in fixing a problem. These problems are usually caused by new hires, promotions, transfers, appraisals, rapid expansion, changes, or the introduction of new technologies.

Conclusion

I follow oral directions better than written ones 3. I often would rather listen to a lecture than read the material in a textbook 4. I am constantly fidgeting (e.g. tapping pen, playing with keys in my pocket) 5. I frequently require explanations of diagrams, graphs, or maps 6. I work skillfully with my hands to make or repair things 7. I often prefer to listen to the radio than read a newspaper 8. I typically prefer information to be presented visually, (e.g. flipcharts or chalkboard) 9. I usually prefer to stand while working 10. I typically follow written instructions better than oral ones 11. I am skillful at designing graphs, charts, and other visual displays 12. I generally talk at a fast pace and use my hands more than the average person to communicate what I want to say 13. I frequently sing, hum or whistle to myself 14. I am excellent at finding my way around even in unfamiliar surroundings 15. I am good at putting jigsaw puzzles together 16. I am always on the move 17. I excel at visual arts 18. I excel at sports 19. I'm an avid collector 20. I tend to take notes during verbal discussions/lectures to review later 21. I am verbally articulate and enjoy participating in discusions or classroom debates 22. I easily understand and follow directions on maps 23. I remember best by writing things down several times or drawing pictures and diagrams 24. I need to watch a speaker's facial expressions and body language to fully understand what they mean 25. I frequently use musical jingles to learn things 26. I often talk to myself when alone 27. I would rather listen to music than view a piece of art work 28. I need to actively participate in an activity to learn how to do it 29. I frequently tell jokes, stories and make verbal analogies to demonstrate a point 30. I frequently touch others as a show of friendship and camaraderie (e.g. hugging) Visual Learner 38% Tactile Learner 34% Auditory Learner 29% (www.ldpride.net/learning_style.

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