dressing and Development Abstract: The goal of training and development programs of both organizations should be to maintain or improve the performance of individuals and thence organizations. Introduction: Many organizations spend much time, effort, and money on training and develop their employees, including managers. In some organizations this system is rattling sophisticated and formalized, in other organizations, training and development ar informal and unstructured. Whether or non the system is highly structured, a major responsibility of any organization is to invest in the education and development of its employees by formulating and implementing a human option development strategy that includes programs, objectives, and procedures, on-and off-the job training, and other learning experiences. Training refers to providing instruction to develop skills that can be utilise directly on the job. It has a narrow focus and should provide skills that leave alone benefit the organization rather quickly. Development, on the other arrive at has a broader scope. It involves developing knowledge that may be used today or sometime in the future. It may not be focused on either the present or future job but more on group meeting the organizations general long-term needs.
The payoff is little direct and can be measured only in the long term. The terms training and development refer to the chalk up structure of on-the-job and off-the-job programs utilized by organizations in developing employee skills and knowledge necessary for proficient job performance and life history advancement. Management development refers to the training and development programs for supervisors and managers and often excludes programs for professionals (such as engineers, salespeople, and accountants), skilled operative employees (such as bookkeepers) and semiskilled and unskilled operatives (such as assembly line workers, packers, and material handlers) Any meaningful training... If you involve to get a full essay, order it on our website:
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