Human Resource Development

nationall (56)in #writing • 8 years ago

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Human resources development means increasing the knowledge, skills and abilities of a workforce capable of working in
All fields, which are selected and selected in the light of various tests carried out in order to raise their proficiency
Productivity to the maximum extent possible.
Management training in our time is a central issue of management because of its association
Direct production writing and human resource development.
Training has become a priority in many of the world's developed and developing countries
Both as one of the important ways to create an efficient administrative system and to fill the deficit and deficiencies in administrative writings to bear
The burden of economic and social development in those States.
Management training aims at providing trainees with different information, skills and methods that are renewable from nature
And improve their skills and abilities, and try to change their behavior and direction positively,
Thus raising the level of performance and productivity efficiency.

Training concept:

'Training is a set of actions that allow the members of the organization to be in a state of readiness and readiness on a permanent basis
And advanced for their current and future careers within their organization and environment '.
The ability to perform the function is important, and it was the goal of the testing process for the employee, but it is not enough
We know how to perform this function efficiently and effectively within the existing organizational climate, that is, possessing theoretical knowledge
The process is a necessary condition for success, but it is not enough. There is also a desire to work
Alone, but works with others who may conflict with their goals or purposes, and must know how everyone works in a framework
Cooperation and spirit of the community.

Types of training:

'There are many types of training and vary from writer to writer, but we can divide the training into types according to where it was
There are two important types of training, on-the-job training and on-the-job training. "

First: in-service training:

This type of training is based on the idea of an old apprenticeship idea which basically means that the new employee is receiving
Instructions and directions that show him the manner of work of his boss, who takes care of him during the first period and shows him
The rightness of wrong, rights and duties, the best way to perform work and job ethics.
No one can deny that the first direct duties of the President still lie in guiding those who work with him to the best
Methods of job performance, and positive job behavior, and this role continues not only in the period of adaptation to requirements
But also during the career of the employee, he constantly needs development and development of his abilities and skills
And his preparations to be proficient in his work and be ready to upgrade to work with greater responsibility and more dangerous than
His current responsibilities.
This type of training has different means of service and in the same workplace:

A period called 'trial period' lasts for several months before the new officer becomes fully responsible for his work.
2 - The rotation between several functions or activities in which the trainee to see a different for the various functions that need to
Familiarity with it.
The adjacent office, where the new staff member's office is placed directly next to his or her office or next to an office
His old colleague, who will train him, notes his behavior, his actions and his decisions, and assigns him some work
Gradually, he will undertake it first under his supervision and then begin his independence by completing his work fully.
4 - fill the functions of absentees, where training can be done by assigning colleagues to do the work of their superiors or their trainers
Old colleagues for a limited period during their absence. With reference to the administrator in case of difficulties.
5 - Asking questions, where the old president or colleague can train the new employee by two questions from time to time
And the other what can be done in some situations, and then begins to refer to some things and watch him.
Participation in the work of the committees, through the exposure of the trainee to the experiences and opinions of other individuals, and tries to trainee
The expert on presenting his point of view in a logical and persuasive manner in which he presents all aspects, and this method works
Of candidates for administrative or leadership positions, although he suffers from defects of known committees.
Documents and brochures, where instructions are distributed to new employees for each period of time, including instructions and instructions
How best to perform work, duties, responsibilities, functional behaviors, and the functions of the organization
Promotion, how to improve performance as well as specialized information in its new function.
Thus, the Department of Training and Human Resources Development in cooperation with the direct head of each department can contribute to the development
Best practices for training new employees, old candidates for promotion, or those with poor performance
Increase their competence and capacity through ongoing development and training.

Second: Formal training outside work:

In formal training, we mean that the training should be preparations, examinations and certifications where it takes place outside the workplace
Either in a separate section of the facility itself or outside it in specialized bodies such as management institutes or training centers
Universities or some specialized bodies or offices.
This type of training has various means and methods, including: lectures, seminars, conferences,
University discussions, open dialogue, case study, role-playing, decision-making, management games,
And field visits.
The differentiation between one method and another focuses on several considerations and factors that must be considered before the method selection process
Training, and the most important of these considerations:

The appropriateness of the training method for the training material and for the trainees.
The nature, trends and scientific and organizational levels of trainees.
3 Possibility of availability of material facilities for training, such as halls, equipment and equipment necessary to complete the training process.
Expenditure on the use of each training method and its suitability with the training budget.
The appropriateness of time and space available for each training method.
6 Degree of knowledge of the trainer himself in the training method.
7 Number of participants in the training program, the smaller the number of participants, the more existing methods can be used
On the discussion.

Training Steps:

The theory of training or its steps consists of four logical and sequential phases. These stages begin:

To determine the training precautions:
Which means identifying the skills required to be raised by individuals and departments, which are detailed in a set of
Objectives to be achieved by the end of training.
The command then goes to:
Design for the training program:
Which means translating objectives into training topics and determining the method to be used by trainees
In the delivery of training subjects to the trainees, and the training objectives such as films, blackboard, pencils ...
Etc. As part of the design of the training program, the trainers should be identified in the program, as well as the training budget.
The command then goes to:
Implementation phase of the training program:
Which include important activities such as scheduling the program, and identifying the location of training and follow-up
Daily to take the step-by-step implementation of the program.
Finally, after the training program is completed, it is necessary to evaluate the training program, and this is done by evaluating the trainees
Place the training, or assess their opinion on the program.