managing people

Topics: Skill, Training, Apprenticeship Pages: 37 (10598 words) Published: May 26, 2014
Managing people re-do


Training and development refers to the practice of learning opportunities to employees to inspire, challenge, and motivate them to perform the functions of their position to the best of their ability and within standards. Training and development activities provide all involved system of care parties with the tools they need to develop professionally, increase their knowledge, effectively work with families, and build their capacity to perform the tasks associated with their positions within the system of care. Since a system of care operates within an existing human service agency, it is expected that most human resource issues, such as hiring, benefits, staff recognition, and performance appraisal issues, would be handled within the agency’s human resources department. It would be important to make sure that system of care principles are infused into the day to day practices of human resources personnel. It is worth noting that many systems of care have developed recognition and award programs for individuals who have exceeded expectations in their system of care efforts. What is Training and Development?

Submitted by Siddheshwar S. Salvi
Training is an educational process. People can learn new information, re-learn and reinforce existing knowledge and skills, and most importantly have time to think and consider what new options can help them improve their effectiveness at work. Effective trainings convey relevant and useful information that inform participants and develop skills and behaviors that can be transferred back to the workplace. The goal of training is to create an impact that lasts beyond the end time of the training itself. The focus is on creating specific action steps and commitments that focus people’s attention on incorporating their new skills and ideas back at work. Training can be offered as skill development for individuals and groups. In general, trainings involve presentation and learning of content as a means for enhancing skill development and improving workplace behaviors. Organizational Development is a process that “strives to build the capacity to achieve and sustain a new desired state that benefits the organization or community and the world around them. Development examines the current environment, the present state, and helps people on a team, in a department and as part of an institution identifies effective strategies for improving performance to develop and enhance existing relationship of the employee. In other situations, there may be an identifiable issue or problem that needs to be addressed; the OD process aims to find ideas and solutions that can effectively return the group to a state of high performance.


A Systems Approach to Training
The purpose of training is to support the achievement of organization goals.  The focus should be on providing individuals the skills and knowledge necessary to be effective in their responsibilities. To identify these training needs, an organization must be clear about its goals and assess what will be needed to reach them. Step 1: Identify organization goals and plans

A first step is to identify current goals and goals at least 1-3 years into the future.  For example, if it is planned to restructure or pursue new areas of business or move to a team based organization, this will impact the type of skills required in the future. The second part of this step is to develop a plan for achieving these goals or changes.  It is this planning piece that is often missing.  It is important to understand that moving forward requires a change plan and all parts of the organization system must be in sync or there will be no forward motion.  Step 2: Identify competencies

A next step is to identify the skills, knowledge and abilities (or competencies) required for success in a position.  Then individuals can be compared against these competencies and this gap between what's...
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