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The fundamental aim of training is to help an organisation like the Northern District Health Board Support Agency (NDSA) achieve its purpose by adding value to its key resource- the people it employs.
Member rating: No Rating | Words: | Submitted: Thu Jul 31 2003
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Table of Contents EXECUTIVE SUMMARY 2 PROBLEM STATEMENT 3 CONCEPTS AND ANALYSIS 5 NEEDS ASSESSMENT 6 ENSURING EMPLOYEES READINESS FOR TRAINING 8 Motivation to Learn 8 Self Efficacy 8 CREATE A LEARNING ENVIRONMENT 8 Employees need to know why they should learn 9 Employees need to use their own experience as a basis for learning 9 Employees need to have opportunities to practise 9 Employees need feedback 9 Employees learn by observing others 9 Employees need training programmes to be properly coordinated and arranged 10 ENSURE TRANSFER OF TRAINING 10 TRAINING METHODS 10 EVALUATING TRAINING PROGRAMMES 11 ACTION 13 MEASUREMENT 14 CONCLUSION 16 REFERENCES 17 APPENDIX ONE: COMPONENTS OF INSTRUCTIONAL DESIGN 19 APPENDIX 2: PERFORMING A TRAINING NEEDS ANALYSIS 20 Executive Summary The fundamental aim of training is to help an organisation like the Northern District Health Board Support Agency (NDSA) achieve its purpose by adding value to its key resource- the people it employs. Training means investing in people to enable them to perform better and to empower them to make the best use of their natural abilities. In doing so employees will have the required skills to implement the (NDSA) organisational strategy and to ensure the...
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