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Whether we are speaking of educa-tion or training the objectives of the two are quite the same, that is, we are inter-ested in changing someone's behavior. We hope that through an active process we can get people to see and do things in a preferred way.
If you are responsible for the training activities of your plant or your company,one of the most important contributions you could make would be to help middle t
management do a better job of developing its subordinates. Why do we believe this is true? Because of two statements which we would like to quote, both of which we believe.
"How to use Meters" can be a valu-able aid to instructors and managers in training their engineers to use instru-ments effectively. Many engineering hours are lost because the instrument user did not understand its limitations.
There are many types of training go-ing on today with results that range all the way from "excellent" to "no good in terms of the improvements made in the output of the people who are being trained.
Skill courses for production people are accepted as necessary and in most instances the results are completely sat-isfactory.
Role Playing, as a training technique, is based upon the well-established prin-ciple of participation. This principle states that personal involvement in train-ing activities is essential for learning to take place.
For those training directors who have trouble getting enough in-plant class-room space—and their number, no doubt, is legion—the expandable trailer used as a mobile classroom may prove a god-send. On the road, the expandable looks like any other trailer.
If one accepts the value placed upon it bv many men well versed in the field of employee training, proper orientation is one of the most important activities for a training man in bis organization.
From an overall viewpoint of paying off for the time and effort invested, it ap-pears that this appraisal must be ac-cepted.
From time to time, it is well for some upstart, non-conformist, detractor, or, if you would be kind, person with a fresh viewpoint to speak up on an important issue and point out what he sees as the forest to those who appear fascinated by the trees. It is well, if only to break the spell and clear the air for a reconsidera-tion of the issue from another, or a new, perspective.
The founders of the American Society of Training Directors recognized from the very beginning the importance of establishing some means of identifying the training occupation clearly and spe-cifically for those who make use of its services and equally emphatically for those who might become employed in the field. They felt that a relatively new occupational activity needed, in addition to delineating its unique characteristics, some foundation upon which to build professional status and to establish a course of action leading to achievement of the goal of recognition as a profes-sion.
If we have accepted the premise that the responsibility—and the privilege if you will—of helping our senior em-ployees to a better chance at retirement satisfaction, is rightfully that of the em-ployer, we must proceed to explore the means of translating our obligation into
a workable plan.
It has been established, beyond argu-ment, that an awesome number of older workers, be they executive or laborer, dread the thought of being "put out to pasture."
ASTD changed its name to ATD to meet the growing needs of a dynamic, global profession.
Stay connected with:
ASTD is now the Association for Talent Development (ATD).
Phone, U.S. Only: 1.800.628.2783
Phone, International: 1.703.683.8100
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