Mục tiêu đào tạo liên kết việc xác định nhu cầu đào tạo với nội dung, phương pháp và công nghệ đào tạo. Một số ví dụ về các dịch nhu cầu đào tạo thành các mục tiêu học tập được đưa ra trong Quản lý nhân sự, A Phương pháp tiếp cận mới của Torrington và Hall. | Training objectives link the identification of training needs with the content methods and technology of training. Some examples of translating training needs into learning objectives are given in Personnel Management A New Approach by Torrington and Hall. Training needs Learning objectives To know more about the Data Protection Act The employee will be able to answer four out of every five queries about the Data Protection Act without having to search for details. To establish a better rapport with customers The employee will immediately attend to a customer unless already engaged with another customers. The employee will greet each customer using the customer s name where known. The employee will apologise to every customer who has had to wait to be attended to. To assemble clocks more quickly The employee will be able to assemble each clock correctly within thirty minutes. Having identified training needs and objectives the manager will have to decide on the best way to approach training there are a number of approaches and techniques which we will discuss below. Incorporating training needs into an individual development programme FAST FORWARD Individuals can incorporate training and development objectives into a personal development plan. Key term A personal development plan is a clear developmental action plan for an individual which incorporates a wide set of developmental opportunities including formal training. The purposes of a personal development plan include Improving performance in the existing job Developing skills for future career moves within and outside the organisation Steps in personal development planning Personal development planning includes the following basic steps. Step 1 Analyse the current position. You could do a personal SWOT strengths weaknesses opportunities threats analysis or a skills analysis as depicted in the following diagram . Performance High Low High Like and do well Like but don t do well Low Dislike but do well
