- 1 Training
- 2 Staff Development
- 3 Human Resource Development
- 4 HR Investment
- 5 Training Objectives
- 6 Coping with Development
- 7 Training Needs
- 8 Training Plan
- 9 Training Program
- 10 The Objectives of the Training Program
- 11 Designing Training Program
- 12 Training Module
- 13 Training Methods
- 14 Train to Work
- 15 On The Job Training
- 16 Local Training
- 17 Training Abroad
- 18 Training Laboratories
- 19 Supplementary Training
- 20 Vestibule Training
- 21 Gestational Training
- 22 Training Schedule
- 23 Place Training
- 24 Training Program Contents
- 25 Trainer
- 26 The Trainee
- 27 Training Material
- 28 Tailor-Made Training Program
- 29 Intensive Training Program
- 30 Training Program Organizer
- 31 Audio-Visual Aids
- 32 Lecture
- 33 Seminars and Workshops
- 34 Case Study
- 35 Role-Playing
- 36 Management Games
- 37 Ongoing Development
- 38 Cooperative Training
- 39 Simulation Skills and Behavior Modeling
- 40 Discussions
- 41 Self-Development
- 42 Training Evaluation
- 43 General Skills
- 44 Specialized Skills
- 45 Acquiring Basic Skills
- 46 Retraining
- 47 Training Firms
- 48 Training and Development Specialist
A planned effort to change employee behavior, skills, attitudes, and opinions, using various training and guidance methods to prepare them to perform the required actions following acceptable work standards
The broad concept of knowledge and development activities is directed and designed to increase the general capabilities of an employee to perform specific job tasks and prepare him for career growth and advancement for other jobs in the future.
Human Resource Development
The overall development of the human element at the community level to include all stages of education, health, social, ethical, and other pre-work education, as well as training and development at the work stage.
A term is given to the efforts and funds spent in developing the organization’s human resources, given that the benefits of development and development are not measured or shown in the short term results and that the business owner will reap its benefits through high productivity and work efficiency.
With the aim of training employees to improve their current performance and work to keep pace with them and development, whether in their field of specialization or employment, as well as preparing them for higher positions in the career path
Coping with Development
Of the training objectives and means to follow the developments of modernization and development in the field of specialization or job or work as a whole and the individual and the organization must exert effort and spend time and bear the costs so that they are matched to practical and professional development.
The gap between the job requirements of skills, knowledge, and job behavior and between that which the employee owns and translates these needs into a training plan and design programs accordingly.
A structured statement of the organization’s developments on training goals and the means to implement them within a future time to meet training needs.
The process of organizing the transfer of skills, experiences, and knowledge between individuals by gathering the forum (the trainer) and the giver (the trainer) in a place designated for this purpose during a specific time and using a training material as a means based on transferring knowledge to meet a specific training need.
The Objectives of the Training Program
The purposes for which the training program is drawn up and based on which the expected skills of the trainee to obtain the skills after the end of the program are fulfilled.
Designing Training Program
The process of transforming training needs into organized programs that includes topics, methods of training, and time duration to choose the best way to obtain the required skills.
This means a set of consecutive training curricula starting with an introductory and then foundational curriculum devoted to developing skills and qualifying professionals and specialists in specific fields.
Transfer of knowledge, experience, or skill from the trainer to the trainee by several means and methods, some in halls designated for this purpose and others during work. The choice of the method of training is related to the type of skill required to be acquired.
Train to Work
Training that includes qualification programs for newlyweds in the field conducted inside and outside the workplace, during which the trainee will be given a monthly reward and upon passing the specified program he will be appointed in one of the jobs that suit the skill he has acquired.
On The Job Training
The most common method used for employee training is by the direct boss or employee with long experience and separated by the employer for its low costs.
Training whose programs are implemented locally by training or treaty companies or specialized universities outside the region and are a type of training that is less expensive than training and more expensive than on-the-job training.
The training that contains programs that is implemented outside the country, whether by international organizations or universities or specialized institutes and may be theoretical and practical and the cost is usually high because they contain the travel expenses of the trainee.
Laboratories are specially designed to train workers in certain areas of work that cannot be provided by lecture halls or workplaces. Laboratories are frequently used in training in foreign languages and computers.
Training that employees receive by way of evening education and training in universities and specialized institutes to improve their performance in their current or future jobs.
The training that the employee gets to acquire a specific technical skill related to learning in a training room outside the work on operating and maintaining equipment and devices, and includes models similar to those in the original workplace.
The training aimed at preparing the student or employee technically to perform a trade or work instead of engaging in the general education system.
Determine the beginning and end of the time in days and the number of training hours necessary to complete the requirements of the training program, and how this period takes into account work conditions, trainers and trainees, so that they reduce anxiety, inconvenience, and the absence of the trainee from work.
The halls, workshops, or offices where the training programs are implemented, and when choosing, shall take into account the type of training required and the conditions of the workplace or other facilities available for the success of the training program.
Training Program Contents
The process of defining program topics that is appropriate to the primary goals of the programs and the methods that will be followed to serve the achievement of these goals.
The person who seeks to possess knowledge, skill or experience and seeks to transfer it to others through organized training programs or during the performance of work and must be able to obtain information to others.
The person who seeks to obtain the skill, knowledge, or experience of those who possess it, either on a personal initiative to develop his capabilities through the various programs and training methods required by his job and provided by the organization.
Knowledge material prepared by the trainer and seeks to deliver its content to the trainees participating in a training program using audio-visual. The training material is considered the criterion for selection and comparison between training methods.
Tailor-Made Training Program
A program designed to meet a specific need of an individual or group of workers, taking into account their working conditions and the specific skills and knowledge of their job and their organizations.
Intensive Training Program
A program that aims to get the trainee as much as possible in the shortest possible period, and he must intensify the training material under the time factor.
Training Program Organizer
Responsible administratively for the program and make sure that all training requirements are available, prepare the training hall, the presence of the scientific material, attend the trainees, organize rest periods and meet the needs of the trainer and the trainees.
Audio and visual aids used by the instructor to display his scientific material, transparency, television, and video projectors.
The most common training means and it intend to deliver information from the lecturer to the trainee and the degree of participation of the trainees is limited and the lecture may be complementary or among other means in providing the training program.
Seminars and Workshops
A training method in which topics or problems are presented and discussed among the trainees and under the guidance of the trainer who controls matters and this episode allows interaction and movement within the hall.
How to give the trainee cases to study and evaluate them, and to develop solutions for the problems they were mentioned in, and to develop this method. The trainee can analyze, research, and make logical inferences in matters.
A training method in which trainees take on roles similar to what can happen in the field of work, and the trainer and participants evaluate the trainees and the role players.
One of the training methods in which the trainees are placed in a competitive confrontation in the form of groups and require each group to solve a problem compared to the solutions and suggestions taken by other groups.
Development and training through the performance of work where the employee acquires experience and skill when handling cases and daily transactions with others in which he expresses an opinion and develops thought in it, especially in those non-routine jobs.
Combining on-the-job training systems with those in the classroom and embodied in the summer training offered by many organizations to university and school students.
Simulation Skills and Behavior Modeling
One of the training methods that rely on the trainee tradition of another individual who possesses the experience, skill, or behavior by observing him or doing similar activities to his work.
One of the most used training methods where opinions and ideas are exchanged between the trainees and the trainer or the trainees each other and are frequently used during lectures, case studies, administrative matches, etc.
A method for the trainee to train himself without the help of a trainer, through which written information or computer information is accessed.
It starts from the beginning of planning and organizing the program and defining its elements and components, and includes an evaluation of the validity of training programs to accomplish the work by evaluating the trainees after the program ends.
The skills required of employees to perform most jobs and at different job levels such as reporting writing, computer writing, and others.
The skills required by a specific job or group of specific jobs in the same field of specialization such as the skill of financial analysis or maintenance of devices and others.
Acquiring Basic Skills
The process of giving the trainee basic skills in one of the fields of work, usually in either specialized technical institutes and schools or long-term training programs adopted by the organization to qualify the individual to possess a certain skill that helps him to obtain a job, this skill is required.
The employee’s capabilities shall be rehabilitated when nature, technology, or department to which he belongs, or the nature of the organization’s activity is changed, and the acquired skills are new to him.
Public and private companies offer training programs according to specific time applications or on-demand and offer them to organizations and thus try to help organizations implement training programs and achieve their goals.
Training and Development Specialist
The specialist who identifies training needs and designs training programs based on the works to implement them, solve problems, and remove obstacles that face them, then evaluate them, and learn about their suitability.
اقراء المقالة باللغة اخرى : العربية