Darbuotojų apmokymas ir kvalifikacijos plėtra
Anglų esė. Introduction. What is training? Why should employers invest in employees training? What Is Employee Development? Techniques, approaches and methods of training. Case Study Russia. The quantity and quality of managers’ training and retraining. The lack of an efficient approach to continuing education. Teaching styles in business education. Facts about training and development. Summary. Reference.
Van Dersal: Training is the process of teaching, informing or educating people so that:
Training develops multitasking – now days, as the completion is very high in the business in each market, each business requires employees who can perform in many different tasks as the situations may differ. If employee is trained, but is not good at certain tasks, there has to be a policy to follow.
Training results in updating –by training an employees, you prepare them for the changes that could arise, and they are able to adapt themselves in a new working environment with a new types of technology and gives them an idea of different competitive products and companies.
Training increases productivity- training teaches employees new or improved procedures or methods to do a task, it increases their productivity. As more as you train them, you make a professional, advanced worker to make a best out of time they spend working.
Seminars for example motivate employees and it results in increased production.
Training improves decision making- the important advantage of training is that results in developing self-training abilities in employees. Making decisions, resulting in better work performance.
There are three approaches to training according to Rama, Etling & Bowen 1993:
In the performance-based approach- goals are measured through realisation of a given level of ability instead of passing grades of the trainees. This performance-based teacher education model, developed by Elam (1971) is mostly task or skill focused and is also appropriate to non-formal educational organizations.
Methods for helping adults learn and develop can be described in four categories:
According to Emelianenko- One of the obvious disproportion in the domestic market: the overproduction of graduates with a low level of competence and the shortage of graduates with a high level of competence. For example, 34 percent of the graduates of economic institutions cannot get a job in their specialty. However, according to the Public Opinion Fund, the demand for the economic profession in our country is not satisfied by 67 percent (Emelianenko, 2010). The main reason is the decline in the quality of graduates’ training. Training of managers should be noted that employers are placing them with such requirements as the ability to make decisions under uncertainty, ability to react in changing environments, flexibility, etc. These qualities presume the ability to think independently and broadly.