LEARNING AND DEVELOPMENT

Learning and Development



Learning and Development

Thesis Statement

Leaning and development is a luxury that organisations can only afford to financially prosperous times.

Introduction

Learning and development is an inherent attribute to the practice of organization. Historically, the importance of this quality arose later than the earliest three fundamental principles of knowledge, diagnostic ability, and technical skill. We define learning and development as the pursuit of excellence, the display of humanism, an altruistic commitment, and accountability to all interactions with society.

They teach activities related to people management to their trainees every day, sometimes by formal curricula but more often by the unspoken and unsuspected modelling of Behavior. These methods can be structured into a teaching program. To that program, active practice and engagement in ongoing professionalism improvement ought to be added. In this way, a true method of professionalism training can be made that allows for formal assessment. This all professionalism training that could be learning and development stage requires a lot of money, only they can avail all the learning and development activities in financially prosperous times.

Background

The development of individual skills in an organization has a significant economic impact on this organization and is among the issues that treated with less effective in most businesses. The effective development of skills requires in fact, a constructive atmosphere for the evaluation of existing evidence, the validation of the existing owner, the establishment of an integrated development plan in the context of the business and establish clear priorities, Work Overview and implementation of a reasoned process of continuous improvement for the incumbent, whose efforts will be supported by his supervisor.

The actors who feel responsible for these issues are struggling to establish the economic impact of the process and (in their defence) most cultures managerial efforts to remove considerable credit. Indeed, we should not forget that today almost half of middle managers have virtually resigned (although they continue to "do their job" sometimes remarkably well considering their low degree of commitment). These men and women reinvested in other dimensions (social, cultural, sports, family) than that of the company.

Discussion

Training is an educational process of applying strategic and efficient way systemically, through which employees acquire or develop knowledge and skills requirements for work, and adjusts their attitudes to the tasks of the organization, job or work environment. As part of the process of human resource development, training implies First, a series of conditions and stages defined aimed at achieving the integration of the collaborator their jobs, and / or organization, upgrading and maintaining its efficiency and its personal and professional advancement in the company, and on the other hand, a set of methods, techniques and resources to develop implementation plans and actions of the organization to its normal development activities.

In this sense, the training is important for the partner to provide the best contribution to the position or assignment, as it is an ongoing process that seeks greater efficiency and productivity in the development of its activities, and it helps raise performance, morale and Contributor's creative ...