El k salga

CAPACITACION Y DESARROLLO
Training Programs.-
a) The scope of training: refers to the acquisition of knowledge, skills and competencies as a result of the teaching of vocational or pratical skills and knowledge that relate to specific useful competencies.
b) System model of training forms the core of apprentice ships and provides thebackbone of content at technical colleges
Training development compasses three main activities:
+training.- this activity is both focused upon, and evaluate against, the job that an aindividual currently holds.
+Education.- this activity focuses upon the jobs that an individual may potentially hold in the future, and is evaluated against those jobs.
+Development.- this activity focuses upon theactivities that the organization employing the individual, or that the individual is part of, may partake in the future, and is almost impossible to evaluate.

PHASE 1.- conducting the needs assessment
It is a process for determining and addressing needs between current conditions and desired conditions.
Organizational analysis.- observation for the environment, strategies and resources to definekey training areas.
Task analysis.- job description and specifications to identify the activities performed, as well as knowledge, skills and capabilities needed to execute such activities.
Personnel Analysis.- define which employees need and do not need training.

PHASE 2.- designing the training program
Training goals.- skells or knowledge that ought to be acquired
Motivation.- it is theinternal condition that activates behavior and gives its direction.
Principles of learning.- modeling, meaning feedback, distributed learning active practice, individual differences.
Instructor characteristics.- knowledge, adaptability, sincerity, sense of humor, interest .

PHASE 3.- Implementing the training program
Non- executive employees.- janitors, cookers
For executives
PHASE 4.-evaluatingthe training program
Reaction---like----training transference
Learning behavior.- training transference
Results.- usefulness and inversion return benchmarking

*Special Topics in training programs
Team building .- Bonding exercises (individual)
Building Retreats (groups)
*Orientation training.-
Induction--- Orientation to the workplace, Socialization,Mentoring, Guidance.

*Basic skills training guidance.- Reading, writing, computing, speaking, listening, problem solving, teamwork.

*Diversity training.- conscience skills, race, gender, age, capabilities, lifestyles, culture, education, ideas, background.

2.- Foraml training activities
a) training methods for non- executives
*on the job training
Takes place in a normal working situation using theactual tools, equipment, document or materials that trainees will use when fully trained.
*Apprenticeship training.- it is a system of training for a new generation of practitioners of a skill.
*Corporate training, internships and governamental training
1.-cooperative training.- combines a halftime or fulltime job with junior high school, high school or college programmers.
2.-Internship.-anintern is one who works in a temporary position with an emphasis upon an the job training rather that merely employed. An internship may be either paid or unpaid
3.-Governamental training, federal and state government sponsor training programmes for new and current employees.videotype
*Classroom Instruction: demonstrations, videotapes or computarised instruction
*Programmed Instruction: Books,manuals or computers to divide the content into organized and logical sequences.
*Audiovisual methods : cd, dvd, videotapes
*E learning.- Pedagogy empowered by digital technology.
It uses internet or computer based technologies to reach learners
*Simulation Method.- It is the imitation of some real things state of affairs or process for training and education.

b) Training methods for executive...