Many big Companies send their employees for training to different training institutes;they have budget allocated for the same. Unfortunately, after the training, how many companies actually try to find out the productivity increase in their employees.
Its also funny to see that most of the training school lay more emphasis on TRAINING--rather than LEARNING.Thet are concerned with getting their conversion targets done & taking all the trainees through a similar training workshop.& its is amusing to see them paasing the buck later on individual's capacity.
Training doesn't depend on capacity. If so ,then How come all the kids eventually get toilet trained.
It is the learning & then further recalling that depends on capacity.Most trainers dont realize that learning, absorbing & recalling capacity of each is different & the fact that there are area which are trainable, but most of the procedure is about continuous learning & recalling.It is more important to facilitate learning, even during training.
regards,
From India, Delhi
Its also funny to see that most of the training school lay more emphasis on TRAINING--rather than LEARNING.Thet are concerned with getting their conversion targets done & taking all the trainees through a similar training workshop.& its is amusing to see them paasing the buck later on individual's capacity.
Training doesn't depend on capacity. If so ,then How come all the kids eventually get toilet trained.
It is the learning & then further recalling that depends on capacity.Most trainers dont realize that learning, absorbing & recalling capacity of each is different & the fact that there are area which are trainable, but most of the procedure is about continuous learning & recalling.It is more important to facilitate learning, even during training.
regards,
From India, Delhi
hie bhavana,
I would like to have a say on what you said.
Learning and training are mutually related .
By birth we Don't learn anything, we are trained to what we are doing now , i mean brushing, bathing, eating et etc. things..Can we learn them rightaway after we are born??? no chance..There are some things we learn as days passes by like speak..there is no body in this world , who can teach us how to speak ,,that is a natural phenomenon..
Learning is a completely different process. we are trained to how to learn..But once we get to know how to learn, we learn many things on our own legs, without training...
Now in this corporate sector, when we are selected in a campus interview or a job fair, we are not getting into the work right from the word go..As the work is changing, needs for the employer are also changing..As the saying goes " One want gives birth to another one " , His wants are giving birth to this so-called training. We learn there in training, how to work..look if we get a new software in industry, we have to learn it form some one..that some one also learns from another some one...its a circular process..Even the person who made the software,must have learnt it from somewhere in someform or other...These two words "TRAINING " and " LEARNING " are so closely related as our " MIND-EYE-HAND " ..
It goes on and on and on...
But what we have to do is..Learn in effective manner, so that we can tranin another person...
what you want to say now?
hanuma
From India, Kakinada
19I would like to have a say on what you said.
Learning and training are mutually related .
By birth we Don't learn anything, we are trained to what we are doing now , i mean brushing, bathing, eating et etc. things..Can we learn them rightaway after we are born??? no chance..There are some things we learn as days passes by like speak..there is no body in this world , who can teach us how to speak ,,that is a natural phenomenon..
Learning is a completely different process. we are trained to how to learn..But once we get to know how to learn, we learn many things on our own legs, without training...
Now in this corporate sector, when we are selected in a campus interview or a job fair, we are not getting into the work right from the word go..As the work is changing, needs for the employer are also changing..As the saying goes " One want gives birth to another one " , His wants are giving birth to this so-called training. We learn there in training, how to work..look if we get a new software in industry, we have to learn it form some one..that some one also learns from another some one...its a circular process..Even the person who made the software,must have learnt it from somewhere in someform or other...These two words "TRAINING " and " LEARNING " are so closely related as our " MIND-EYE-HAND " ..
It goes on and on and on...
But what we have to do is..Learn in effective manner, so that we can tranin another person...
what you want to say now?
hanuma
From India, Kakinada
well this is where ISO 10015 steps in...
before ivesting a single epenny or effort in training an aemployee, fulfil these basis criterion first:
a) do a training needs assessment
training is not the solution to any management evils eg if bureaucracy are not motivated enough, the culprit is timescale based promotions, multiple authorities in power, unions etc.
conducing a motivational workshop is waste of time n money........
b) how will you map effectiveness
for eg if an employee should be more empathic towsrds customers, how would you measure incerase in empathy post training...
c) return on investment:
surya
From India, Delhi
before ivesting a single epenny or effort in training an aemployee, fulfil these basis criterion first:
a) do a training needs assessment
training is not the solution to any management evils eg if bureaucracy are not motivated enough, the culprit is timescale based promotions, multiple authorities in power, unions etc.
conducing a motivational workshop is waste of time n money........
b) how will you map effectiveness
for eg if an employee should be more empathic towsrds customers, how would you measure incerase in empathy post training...
c) return on investment:
surya
From India, Delhi
Very interesting. The issue is also about whom to train and how much of the training is retained.
Gallup corporation's books, "First, break all the rules" clearly states that only talented people should be sent to respective trainings to build on their strengths. Every Tom, Dick and Harry cannot be trained in everything.
Another quote which was a dig at the training process stated that at the end of one year only a minor percentage of what was trained was retained.
What is of importance also is what is retained and applied.
From India, New Delhi
Gallup corporation's books, "First, break all the rules" clearly states that only talented people should be sent to respective trainings to build on their strengths. Every Tom, Dick and Harry cannot be trained in everything.
Another quote which was a dig at the training process stated that at the end of one year only a minor percentage of what was trained was retained.
What is of importance also is what is retained and applied.
From India, New Delhi
Dear friend,
This discussion is interesting.
Training plan of an organization should be the stating point of training activities.Planning envisages laying down the course of action ,target group,identification of a specific course, duration etc.This precedes appraisal of performance.
Accordingly there is little dispute between learning ang training. Since the employee needs to show progress at work he himself has to seek training opportunity and learn without fail.
From India, Mumbai
This discussion is interesting.
Training plan of an organization should be the stating point of training activities.Planning envisages laying down the course of action ,target group,identification of a specific course, duration etc.This precedes appraisal of performance.
Accordingly there is little dispute between learning ang training. Since the employee needs to show progress at work he himself has to seek training opportunity and learn without fail.
From India, Mumbai
one has to be willing to "learn" before 1 can be "trained".
There is a diffence between learning and training..especially in the workplace....
I'm currently trying to create a Learning Culture and get staff to move away from the training culture....
the learning culture provides the opportunity to learn on the job, from peers, be coached, from research etc....
as the moment, they all just book themselves on a training course and think that's the only means to gain new knowlegde...
so yeah, interesting views...
There is a diffence between learning and training..especially in the workplace....
I'm currently trying to create a Learning Culture and get staff to move away from the training culture....
the learning culture provides the opportunity to learn on the job, from peers, be coached, from research etc....
as the moment, they all just book themselves on a training course and think that's the only means to gain new knowlegde...
so yeah, interesting views...
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
E - Learning and the Use of Technology in Training - PPT 8.ppt
TRAINING GAME 2 - Learning new concepts.doc