A secondment is where an employee temporarily changes job roles within the same company or transfers to another organisation for an agreed period of time. This can be within the private or public sector, or to a non-profit making organisation, such as a charity or government body.
Secondments benefit all parties involved; the employee, the employer and the host organisation. Employees benefit from taking secondments as they are an excellent way to explore different career possibilities without them leaving their current job. Employers benefit from allowing employees to take secondments in many ways. Employees that have taken a secondment acquire transferable skills and knowledge that can put into practise once they return to their original position. Host organisations also benefit where the employee is taking a secondment in an external organisation. The main benefit to them is that they gain assistance with projects, usually from skilled personnel. They also get an external perspective and transferable skills from person on secondment, which can be beneficial for the project and the organisation. Seminars and conferences
A seminar is a lecture or presentation delivered to an audience on a particular topic or set of topics that are educational in nature. A seminar is frequently held at a hotel meeting space or within an office conference room. Conferences are held for a variety of reasons, including resolving problems, making decisions, developing cooperation, and publicising ideas, products, and services. They may take place within an organisation but often draw people together regionally, nationally, or internationally, and involve a large number of speakers and delegates. Many conferences are organised for commercial profit. Lifelong Learning
I would propose ways in which lifelong learning in personal and professional contexts should be encouraged. There are many ways to encourage lifelong learning in personal and professional contexts. Among them, I will report three ways. Self-directed learning
Self-directed learning is not a new concept. In fact, much has been written about it. Unfortunately, however, it is a notion that has a variety of interpretations and applications in the corporate training arena. Typical, narrow interpretations involve simply giving learners some sort of choice in their learning. For example, allowing learners to select one or more courses from a curriculum, or, in cases of structured on-the-job training, allowing employees to choose what pre-designed modules (e.g., a video tape, workbook, special reading, etc.) to complete. In terms of e-learning, the fact that learners can determine which modules or scenarios to review is also frequently touted as self-directed learning. It is the fact that the learner has a choice and makes a decision to select this or that module does not constitute true self-directed learning. Continuing...