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Explain the difference between strategic and traditional training approaches?
Wiki User
∙ 11y ago
difference between strategic and traditional training approaches?
Wiki User
∙ 11y ago
Strategic training approaches focus on aligning training initiatives with overall business goals and objectives to drive organizational success. Traditional training approaches, on the other hand, tend to be more focused on completing predefined courses or activities without necessarily tying them to strategic outcomes. Strategic training is more proactive and future-oriented, while traditional training may be reactive and task-oriented.
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What are the implications of a changing teacher training?
Changing teacher training programs can lead to better prepared educators who are equipped to meet the evolving needs of students. It can also help promote innovative teaching methods and approaches to education. However, it is crucial to ensure that the changes align with the latest research and best practices in pedagogy to maximize their effectiveness.
What is the difference between learning organizations and traditional learning?
In learning organisations,mistakes and errors are seen as learning opportuities-a sign that processes/procedures need to be reviewed/improved,that training may need to be introduced to prevent mistakes being repeated.The emphasis is more on systems than specific individuals seen in isolation.Similarly,positive results can be highlighted as opportunities for imitation by other teams,units,departments etc. In traditional approaches,mistakes are more readily seen as an opportunity to criticise or complain or discipline the guilty party(ies).Sometimes.denial is used to avoid facing painful realities.Consequently,vital lessons are not learned and history may be repeated. In learning organisations,mistakes and errors are seen as learning opportuities-a sign that processes/procedures need to be reviewed/improved,that training may need to be introduced to prevent mistakes being repeated.The emphasis is more on systems than specific individuals seen in isolation.Similarly,positive results can be highlighted as opportunities for imitation by other teams,units,departments etc. In traditional approaches,mistakes are more readily seen as an opportunity to criticise or complain or discipline the guilty party(ies).Sometimes.denial is used to avoid facing painful realities.Consequently,vital lessons are not learned and history may be repeated. In learning organisations,mistakes and errors are seen as learning opportuities-a sign that processes/procedures need to be reviewed/improved,that training may need to be introduced to prevent mistakes being repeated.The emphasis is more on systems than specific individuals seen in isolation.Similarly,positive results can be highlighted as opportunities for imitation by other teams,units,departments etc. In traditional approaches,mistakes are more readily seen as an opportunity to criticise or complain or discipline the guilty party(ies).Sometimes.denial is used to avoid facing painful realities.Consequently,vital lessons are not learned and history may be repeated. In learning organisations,mistakes and errors are seen as learning opportuities-a sign that processes/procedures need to be reviewed/improved,that training may need to be introduced to prevent mistakes being repeated.The emphasis is more on systems than specific individuals seen in isolation.Similarly,positive results can be highlighted as opportunities for imitation by other teams,units,departments etc. In traditional approaches,mistakes are more readily seen as an opportunity to criticise or complain or discipline the guilty party(ies).Sometimes.denial is used to avoid facing painful realities.Consequently,vital lessons are not learned and history may be repeated. In learning organisations,mistakes and errors are seen as learning opportuities-a sign that processes/procedures need to be reviewed/improved,that training may need to be introduced to prevent mistakes being repeated.The emphasis is more on systems than specific individuals seen in isolation.Similarly,positive results can be highlighted as opportunities for imitation by other teams,units,departments etc. In traditional approaches,mistakes are more readily seen as an opportunity to criticise or complain or discipline the guilty party(ies).Sometimes.denial is used to avoid facing painful realities.Consequently,vital lessons are not learned and history may be repeated. In learning organisations,mistakes and errors are seen as learning opportuities-a sign that processes/procedures need to be reviewed/improved,that training may need to be introduced to prevent mistakes being repeated.The emphasis is more on systems than specific individuals seen in isolation.Similarly,positive results can be highlighted as opportunities for imitation by other teams,units,departments etc. In traditional approaches,mistakes are more readily seen as an opportunity to criticise or complain or discipline the guilty party(ies).Sometimes.denial is used to avoid facing painful realities.Consequently,vital lessons are not learned and history may be repeated. In learning organisations,mistakes and errors are seen as learning opportuities-a sign that processes/procedures need to be reviewed/improved,that training may need to be introduced to prevent mistakes being repeated.The emphasis is more on systems than specific individuals seen in isolation.Similarly,positive results can be highlighted as opportunities for imitation by other teams,units,departments etc. In traditional approaches,mistakes are more readily seen as an opportunity to criticise or complain or discipline the guilty party(ies).Sometimes.denial is used to avoid facing painful realities.Consequently,vital lessons are not learned and history may be repeated.
Difference between training and development and different methods of employee training?
Training focuses on teaching specific skills for current job tasks, while development aims to enhance overall capabilities and prepare employees for future roles. Methods of employee training include on-the-job training, classroom training, e-learning, and simulations. Each method has its own benefits and is chosen based on the learning objectives and resources available.
What difference between lecture and training?
A lecture typically involves one-way communication where information is delivered to an audience. Training, on the other hand, is more interactive and hands-on, focusing on teaching specific skills or knowledge through practical activities and exercises. Lectures are more informative, while training is more experiential and skill-oriented.
What are some reasons why on the job training can be ineffective and what can be done to ensure its effectiveness?
First, job training can be ineffective if the people who come to the training are not attentive, create distractions or bring other work to work on while there. Secondly, if the subject of the training is not relevant to the actual job being done, it will be ineffective. The training needs to reflect the actual steps and decision points that the task requires from the worker. Third, the location of the training is important. Desk space, isolation from outside events and noise, room temperature all make a difference. Fourth, provide a take away handout that concisely reflects the training--or email the document for future reference. This should not just be a copy of the power point presentation. Fifth, evaluate the effectiveness of the training by surveying the participants. If you have tried to teach some element of problem solving, having them complete a worksheet and discuss it at the end is a helpful way to wrap up the discussion.
Is there a difference between training and teaching?
What is the difference between teaching and training?Improved answer:Training is when you teach people in sports, teaching is more when you teach stuff like maths in school.Teaching is often theoretical with minimal practice. Training is primarily done through practice and repetition.
Why is it necessary to link training and development activities to the achievements of the organization strategic business objectives?
shrak attak
What is high-leverage training?
high leverage training is linked to strategic business goals and objectives,uses an instructional design process to ensure that training is effective, and compares and benchmarks company's training programmes against those of other companies.
What do you mean training is extremely faddish?
The statement that training is extremely faddish means that the material that is being taught to employees doesn't line up with the strategic objectives of the organization.
What difference between lecture and training?
A lecture typically involves one-way communication where information is delivered to an audience. Training, on the other hand, is more interactive and hands-on, focusing on teaching specific skills or knowledge through practical activities and exercises. Lectures are more informative, while training is more experiential and skill-oriented.
What is the difference between speed training and endurance training?
endurance training is for strength and speed training is for leg muscle and fat burning
What has the author Felix P Camacho written?
Felix P. Camacho has written: 'Guam's workforce strategic plan modification' -- subject(s): Occupational training, Training of, Government policy, Training needs, Services for, Unemployed, Employees
Difference between specific job training and general job training?
distinguish between general and specific training
What is the difference between an institute and a training center?
The difference between an institute and a training center is the length of time the student has to study there to gain a degree. Another difference might be that the institute offers several different classes and the training center has only one type of training. A truck driver school might be a training center if it is separate from the institute.
Why is it necessary to link training and development activities to the achievements of the organizations strategic business objectives?
It improves perfomance,sklils and khowledge of employees
How do beagles defend?
Beagles are not defense dogs. They are much too gentle for any sort of defensive training. What they are good at is barking when someone approaches.
What is the difference between up-training and re-training?
Up training means you are currently training a new set of exercises but re training means that you have trained the different exercises and just repeating it.
