Effective training skills


  • 1 Training skills
    • 1.1 Training objectives
    • 1.2 The importance of training for individuals
    • 1.3 • Factors that determine the training method:
    • 1.4 • Training methods:

Training skills

Training is the planned human activity aimed at providing trainees with the necessary convictions, skills, and knowledge in order to effect a change in the activities of individuals and the organization in order to achieve intended goals.

Training goals

The training objectives are divided into three main groups:

1. Traditional goals:

(A) Training new employees and informing them of the organization's policy and activities in which they will work.

(B) Providing the employee during the service with certain information or skills when introducing amendments to work methods and methods or to the regulations and laws.

2. Problems of solving problems: When the employees of the establishment face problems that need to be solved, then the role of training comes in searching for the best methods that help workers to overcome these problems.

3. Creative goals: They are aimed at achieving high levels of work performance , through the use of advanced scientific methods, and distinct elements capable of innovation, innovation and creativity.

The importance of training for individuals

Training is a strategic option for any party looking to prepare human cadres able to meet the needs of work, developments and rapid changes that occur in the areas of work. Keeping up with and on-the-job training is of great importance given the training that the employee creates of new knowledge and skills required by his profession, or by knowing the best solutions to the problems he faces during the exercise of his profession, which increases him in the performance of his work and helps him avoid mistakes, bringing him to the desired level that is sought Any party seeking progress and progress.
The accelerating change in all areas of life is the distinguishing feature of our time, but the rate of speed of this change almost shocked many, whether at the level of individuals or institutions. As a result of these changes, it was necessary to respond to them by changing the functions of institutions of all kinds, shapes and sizes, and training institutions in any society considered to be the first of any other institutions by changing the fields of the nature of the times and responding to the transformations that sweep different areas of life.
Among the great changes that characterize our contemporary world are the enormous technological revolution and the tremendous technological progress that we are witnessing at all levels. And the training methods had to respond to this technical revolution on the one hand that its programs, decisions and activities reflect the elements of this technology and thus transmit it to the fields of work to contemporary the uses of modern technology so that its users can adapt to the nature of the work assigned to it and therefore the training responds from the inventions and products of that technological revolution in Activating its activities and facilitating and achieving its goals.
In view of the great changes taking place in the global community with the entry of the information age and the revolution in communications, the urgent need at this particular time is to develop the programs of training institutions in order to keep pace with these changes, and therefore the cries came here and there to reconsider the content of the training process and its goals and means to allow the trainee at all levels Education Maximum benefit from contemporary technological tools and tools in benefiting from training so that it can acquire knowledge and skills that are consistent with the nature of the age in which we live. The computer is considered one of the most prominent results of the contemporary technological revolution, which can be used as a benefit in the training field. This technology has already been invested from many angles in developing many aspects of the training process and facilitating many tasks.
Training is the focus of the development and development process, and institutions are currently competing with the importance that they give to training in their work system in terms of the quality of training programs and their levels, and in relation to the percentage of the budget that they allocate to train their human resources, as the human name in the contemporary world of work has shifted from the employee worker to the human resource, for this Specialists are racing to maximize the value of that person in his work as economists call him human capital, and accountants call him (human assets), and contemporary and renewed management scholars (knowledge capital) define it.
Thus, these trends evolved with scientific and technological progress, and the information and communication revolution in the beginning of the twenty-first century changed the approach of work, so the focus on creativity and dealing with continuous changes became such that management became keeping pace with the processes of change to reach the comprehensive quality led by distinguished administrators. Institutions with clear and specific goals and a flexible network organizational structure, managed in the manner of project management, as well as leadership transformationAdministrative to strategic leadership that moves from development to continuous improvement, but to evolutionary preventive management, which means training, which is one of the pillars of continuous development, bypassing conducting training courses and granting attendance certificates and has become a strategic choice in the human resources investment and development system. Or how to prepare a training course. So that the practice of these realistic and important scientific and rational. The

Mr. Bassam Jablawi, Director of the Central Trade Union Institute of the General Federation of Trade Unions, indicated in an interview with him that the steps for preparing a training course, for example, start with the fact that the course is an idea that appears and then continues through preparing the basic documents for it and the arrangements to help it take place so that it ends with the conclusion of the course, its evaluation and the issuance of documents Regarding the preparation of the training system, it includes defining training goals, approved methods and components of the training process, whether the course is derived from the general plan of the administrative unit or from the workforce training and qualification plan and programs ... or it meets Of the state of emergency ... the basic steps that can be performed somewhat similar and stems from a scientific logic in terms of objectives and methods of training system in terms of identifying training needs such as the organization 's needs and work teams and the person working.
Needs analysis
In addition to collecting and analyzing training needs, meaning the main actor is responsible for coordinating the overall arrangements related to the training process.
The other issue is the opinion of Jablawi, based on an analysis of the collective needs aimed at gathering information on the progress of work and the competencies currently available in the departments, directorates or structures concerned about their projects in the medium term, and about their needs for competencies and capabilities to complete their work and the diversity in the required competencies. It is that individuals with departments, that is, educational structures and authority qualified to define goals and preferences related to the department, structure, training instructor and responsible for individuals in the final stage, participate in it.
Parallel to collective needs
As for the analysis of individual needs, it must take place in parallel with the collective needs, and in a way in which each person expresses his personal or professional project, and that it is analyzed and taken into account within the framework of a comprehensive strategy that allows its implementation through the evaluation interview, and an agreement results from that interview on the personal orientations of the individual that It is about improving his competencies, preparing for promotions, gaining new qualifications, or perhaps changing the jurisdiction.

Factors that determine the training method:

• Trainees: The age, gender, level of education, and trainees ’experiences must be considered.
• Taking into account the training conditions: training time, location of training, facilities and materials available, number of trainees.
• The topic of training.
• Coach features.

Training Methods:

• Presentation
• Participation
• Activities outside the training room