Facilitating Workplace Learning

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Facilitating Workplace Learning

Facilitating Workplace Learning


When the economy is in a state of turbulent change, businesses need able to develop, select and implement new approaches, new structures and new methods with increasing rapidity. The ability to "do new things quickly," but "all old - in a different way "means that the training takes could not be more central place, and the inability to learn quickly often turns into the inability to survive. Should an organization interested in having competitive advantages, they should less reliance on so-called "simulated changes" (meaning practices and methods used elsewhere and simply assimilating to their own organization). 1 Business organizations increasingly require their managers introduction of "innovative changes "(meaning the development of new solutions specific to a particular organization). Consequently, the ability of managers quickly and effectively learn to acquire a qualitatively new meaning to achieve success in business. In an era of change for many managers to substantially lack the knowledge and skills to cope with the challenges they face. Education at all possible courses on management training to reduce the gaps in learning may involve substantial costs, inconveniences and may even negatively impact on business development. Rely on external training providers management training (even if the local market Management Training well developed and able to provide the required training "with the job") will likely be insufficient. (Flower, 2002)

In these conditions for developing a modern organization is very important to ask the question of how we could develop the ability of managers to study in their daily administrative work, ie not only for a few days of formal training, and during the remaining two hundred-plus workers days a year, when they work in your company. In a sense, managers and so learn from their everyday experience with formal education or without him. They learn to survive. They "learn all the ins and outs," learn what is acceptable and that must do if they wish prosperity. One In short, professional development of managers largely occurs in informal setting, regardless of the adoption of management decisions passage of "planned" training.

Nevertheless, in Britain, as elsewhere in the world, more and more attention play the central role of so-called "workplace learning" in the process professional development management training, which allows to bring together learning managers with their everyday experience of management activities. How to create opportunities for full and complete use of the training potential work environment? How to manage managers so that contribute their continuous Training and professional Development improve their skills, and thus favourably influence change their managerial role in the company? (Firat, 1998)

Responsibility for training rests with the three participants in the process - the most an employee, his supervisor and the HR-manager. They have different roles, the degree of influence and area of responsibility in this process. The global trend of corporate education that was born even before the crisis and only spur his progression, leads to the fact that the training "takes" on the job, the responsibility for its results to a ...
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