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Personnel Training and Development

This document discusses various approaches to personnel training and development. It provides 13 examples of different training methods used by companies, including: continuous personal development, assertiveness training, experiential learning, induction courses, in-tray learning, online learning, off-the-job training, team-building, training needs analysis, action learning, adventure training, carousel training, and sales training. The examples illustrate a range of strategies for helping employees learn about their jobs, develop new skills, and work effectively both individually and as team members.

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Tú Nguyên
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44 views2 pages

Personnel Training and Development

This document discusses various approaches to personnel training and development. It provides 13 examples of different training methods used by companies, including: continuous personal development, assertiveness training, experiential learning, induction courses, in-tray learning, online learning, off-the-job training, team-building, training needs analysis, action learning, adventure training, carousel training, and sales training. The examples illustrate a range of strategies for helping employees learn about their jobs, develop new skills, and work effectively both individually and as team members.

Uploaded by

Tú Nguyên
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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Personnel training and development

Look at these texts and decide what each person is talking about. Choose the answers from
the list below

action learning adventure training assertiveness training


carousel training continuous personal development experiential learning
induction course in-tray learning online learning off-the-job training
sales training team-building training needs analysis

1. This company is committed to helping its employees learn about their jobs and develop
their skills for the whole period they are working here, and not just at the beginning of their
contract. We run regular courses and workshops in order to achieve this, both inside and
outside the company premises.

2. Our employees have to deal with a lot of difficult situations, and they often come in
contact with people who can be difficult to work with and do business with. We train them
to have more confidence in themselves so that they can deal effectively with any problems
and difficulties they encounter.

3. We believe that the best way of learning a skill is through practice. We don't waste time
on courses and workshops. We show the employee his duties, give him an outline of how
the company operates, and then we just say ‘Get on with it, and good luck’. It's a
remarkably effective method.

4. It's very important that our employees develop skills in leadership, problem solving,
decision-making and interpersonal communication. The best way to achieve this is to get
them involved in group games and physically demanding outdoor activities like sailing and
climbing. These also help to build team spirit.

5. When we promote somebody to a management position, the first thing we do is to give


them a lot of typical management paperwork and tell them to deal with it. We set them a
time limit for this, and monitor them carefully to see how they get on. We then review their
performance and show them where they went right or wrong.

6. Our company understands how important it is that our employees work well together in
order for the company to be effective. Our training sessions are designed to instil co-
operation and solidarity in a group of employees who have to work together.

1
7. It is our company policy to make sure that our employees know how all the jobs in the
company work, not just their own. We find the best way of doing this is to move them from
job to job and department to department. They meet colleagues who they might not
normally meet, and learn about their jobs and how they operate.

8. New employees in our company need to learn about our products and how they work,
how the distribution system operates, how to deal with both suppliers and customers and
how to handle complaints. They also study trade and retail laws, and are accompanied on
their first customer visits by their trainer.

9. First of all I was given a tour of the factory and then I was introduced to my colleagues
and was given an outline of the company and its products. After that I was guided through
the company's code of practice, taken to my department and was shown my duties.

10. My company can't hold training workshops in the office because we don't have enough
space, and of course while we are learning, we aren't actually making money, so the
company feels it wouldn't be making the best use of its employees. Instead, they send us to
a college in the evening where we develop our skills and knowledge.

11. Once a year we look at the different skills and abilities of our staff, and we decide if
they are enough to help the company fulfil its aims and operate effectively. We then
develop a series of classes and workshops to help the staff learn more about their job and
how they can operate more effectively.

12. We are a very forward-looking company and we use the most up-to-date methods, so
of course all our training is delivered over the Internet or through our company intranet.
This means that our trainees and employees can learn during their breaks, at home and even
when they are on holiday.

13. Our company trains its management staff by giving them a series of problem-solving
activities. The managers from our office work together with those from other departments
around the country to solve real or imaginary problems, and their findings are then applied
to the overall successful running of the company.

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