COMMERCE 2BC3 Lecture 6: Ch.6-Training & Development
30 Jun 2015
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Document Summary
Looking at training v. s. development, measuring training, socialization, assessing people, mentoring and coaching, career development, etc: training v. s. development, training: planned effort to facilitate the learnig of job-related knowledge, skills and behaviour by employees. How to use software, how to use equipment, etc. Present based on current job: development: the acquisition of knowledge, skills and behaviours that improve an employee"s ability to meet changes in job requirements and in client and customer demands. Future based on changes in job requirements, clients, customer demands, etc. Long term focus strategic thinking: types of training, systematic approaches-high-leverage training. Relies on an instructional design model: discipline, designed. Benchmarked to programs in other orgs: comparing with what other companies are doing. Canadian olympics goal- we can own the podium : specific goal of getting top places in all events, supported by government resources, professional facilitates, continuous learning. Can be related to high leverage training. Its about getting employees to want to keep learning more.
