LEARNING, TRAINING AND DEVELOPMENT

Learning, training and development



Learning, Training and Development

Introduction

While the concept of training has become a fashion, fashion still in training: the outdoor training, psychodrama, mentoring, coaching and etc, but the fact that fashions come and go but the concepts remain and, fortunately, the concepts of training and development companies have come to no longer go.

Over the years, and as the concept of training evolution, we introduce the concept of development, and its application arises career (almost all occasions and sadly, unconnected with the race staff). However, in today's business, the training is mainly provided more training, that is, actions which are aimed at the acquisition or the sophistication of certain tools to perform efficiently the functions assigned (addressed to the current position).

Development refers to education that is received for professional growth. Has no clear immediate application to current job, it can facilitate better functioning directly or indirectly to the organisation, while allowing for personal growth (Porter, 1980, 35).

The process must be understood integrated into the strategic model. When you define a strategic plan for a company identifies a number of objectives, the current situation is "A" and is intended to reach "B", but to achieve "B", we need different tools that we used and that we had when we reach "A". It is here where the comprehensive plan should be merged with HR strategic plan and concrete company where training and development plan should play a key role in facilitating the company to achieve the planned objectives, providing teams expertise (training) and skills or competencies (development) necessary to reach B. The companies are what the people that form them are. If we have people ready and have at their disposal training plans, we have a company ready and able to adapt to changing environments. If instead we have people ossified and obsolete, we have a static enterprise, outdated and incapable of change or improvement (Trotman, 2000, 36).

In the immediate future, the most important challenge faced, is a model of systematic evaluation of training which enables capture of a concrete return on investment to the company. At the time, we get to translate the benefits of training in income statements in a direct and measurable, the process is unstoppable.

Discussion

This training is designed for those PC users who want to master the basics of modern computer graphics. Also, they will be very useful for people who have their job description specifically important in the design and advertising, which possess at least primary computer skills. Methods of the training program based on the active involvement of students in the learning process using high-quality teaching materials. Computer graphics courses are teachers who have extensive practical experience in this field and are highly qualified in that subject (Rae, 2000, 95). 

During the training, applicants receive all the necessary knowledge to work with the most sophisticated and popular programs of raster and vector graphics, as well as be able to perform work on desktop publishing systems. Familiarizes students with how to create business cards, various logos and brands are trained to improve and edit the image (this is about the photos). This knowledge may be useful in photo editing, design and implementation of illustrations, ...