training_and_learning_development.docxVIP

training and learning developmenttraining, coaching, mentoring, training and learning design - developing people Conventional training is required to cover essential work-related skills, techniques and knowledge, and much of this section deals with taking a positive progressive approach to this sort of traditional training.Importantly however, the most effective way to develop people is quite different from conventional skills training, which lets face it many employees regard quite negatively. Theyll do it of course, but they wont enjoy it much because its about work, not about themselves as people. The most effective way to develop people is instead to enable learning and personal development, with all that this implies. So, as soon as youve covered the basic work-related skills training that is much described in this section - focus on enabling learning and development for people as individuals - which extends the range of development way outside traditional work skills and knowledge, and creates far more exciting, liberating, motivational opportunities - for people and for employers.Rightly organisations are facing great pressure to change these days - to facilitate and encourage whole-person development and fulfilment - beyond traditional training.index - training areas and questions featured on this pageAdditional introduction and contextOverview of training processes and ideasPrioritising training when planning - including DIF Analysis (Difficulty, Importance, Frequency)Developing people - not just skillsSelf-study training design factors Mentoring - principles, costing, justification, establishingGeneral training tips and principlesRecognition of learning and development effort - encouragement, letters/emails examplesLeadership and management development pointersManagement and leadership training with no guaranteed career move afterwardsAssessing and improving organizational training effectiveness Planning training in organizationsConflict between HR/Trainin