The 5 essential categories applied in the analysis processes were informed by previous literature, these categories included in our On-Line Training Program.
• The Theoretical Content: Conceptual theoretical content of the training action and its online structure. • The Practical Content: Practical activities to be developed.
• Teacher / student Interaction: the process of the relation which has to be produced between teachers and students throughout e-training and its implications. • The Communication tools: Technological means, both synchronous and asynchronous, which are going to make the communication between members of the e-training process possible. • Management aspects and administration, which some authors call Design, and which refer to the distribution of content in relation to space and time, instructions, technical problems etc. This category emerges at a later stage, after the codification of the data of the previous aspects. • And also Evaluation, an important aspect which we are investigating at this moment and which we have decided to defer to later studies.
Training is any planned activity to transfer or modify knowledge, skills and attitudes through Learning Experiences. Personnel may require training for a variety of reasons, including the need to maintain levels of competence and respond to the demands of changing circumstances and new approaches and technologies.
Training by itself cannot solve structural, organisational, or policy problems within an organisation, although supportive supervision and the use of motivational strategies can help sustain performance, improvement derived from Training.
The first step in the design of training involves an assessment of Training needs. The assessment comprises: • Observing workers performing normal duties. • Interviewing workers & others. • Studying routine reports or performance reviews, along with job description. • Identifying performance problems.
The second step involves, Defining the training program’s learning Objectives. The learning objectives, which are derived from the needs assessment, specify the observable, measurable actions that each learner will be able to demonstrate as a result of participating in the training activities.
The Third step is the creation and implementation of a training program to improve performance, taking into account the experience and educational levels of the personnel and the time and resources available for training. Options range from Short course to Long-Term placements in academic institutions in a country, in the region or overseas and Non-classroom based interventions, such as On-The-Job Training, Coaching and Mentoring. All options must be weighed against the immediate operational needs of the program or institution, because facilities may not have enough personnel to operate when staff member go for training.
Technology is advancing at breakneck speeds, and the demand for new and evolving skills to keep pace never ends. As your partner in Digital Transformation, Career3S provides customized, interactive trainings that enhance and upgrade your workforce in any emerging technology you require.
When newly-emerging technological innovations disrupt your team’s ability to stay competitive, enterprise workforces often struggle to keep pace. As the agility and quality of the products and services your team delivers are impacted, bringing those skills to your team becomes a vital necessity.
However, hiring new talent is costly, and on-boarding new hires is a time-consumingand often disruptive process. And in an industry with an ever-widening gap between the demand and supply of professional expertise, finding talent that has the combination of skills you need is a challenging prospect.
Rather than seeking out and hiring the perfect talent for your needs, corporations increasingly choose to simply train and grow the skills of their existing workforce. This has a dual benefit you fill the demand-supply gap quickly, while also reaping the benefits of a growing team of elite professionals with an ever-growing foundation of skill sets.
we proudly tailor our training programs to fit the specific needs of each company we partner with. Our proactive approach to nurturing customized, flexible, and convenient training strategies is ideal for any corporate workforce.
Our training programs are devised to bridge this gap proactively, by working with our partners to nurture customized training strategies that fit every need identified. Our approach to corporate training is aimed at facilitating a continuous learning support from the first, fundamental training all the way through to delivering specialized certifications.