Testing External Training And Qualification Programs

The offer on the market for continuing education keeps everything in principle already, that what is required on the demand side is in themed content as well as overlooking the time and price design of the training events. On the demand side, some previously shy to signal their own weaknesses through participation in training events. Others pretend not to find a relevant for they offer on the market. To this subjective qualification barriers the problem of complexity of a very fragmented supply one complicating factor is, then the problem of quality uncertainty joins to the. There are mainly two steps: first, it is transparent to represent the benefits of optimal education and training on the basis of positive testimonials from successful participants for others. Secondly checklists can the decisive criteria for the determination of personal training and continuing education needs, as well as the selection of this matching offers the qualification substantially make it easier.

Should you decide to embed the personnel development in a comprehensive approach to the balance of the person, so a number of HR publications created, by Jorg Becker, including relating Becker, Jorg: personnel controlling means a person record, ISBN 978-3-8381-0177-3 CF. in addition also Becker, Jorg: person accounts with intellectual capital, ISBN 978-3-8370-7001-9. Concerning the identification of different requirement levels for certain courses, the training content should be specified according to target groups. Also a modular structure of education and training, on the other hand special interests the consumer adequately take into account and on the other hand to ease your way through the various education and training instances is important in this context. Because exhaustive can be treated not all problems and challenges of work in advance education and training should be also seeks. Teaching content can then more practical business needs be aligned. As a fixed element, hence experience exchange groups headed by an experienced facilitator or supervisors can be made in the training. See complementary Becker, Jorg: Potentialorientierte employee conversations, ISBN 978-3-8370-5180-3.

To increase both the education and training pitch as well as the quality of events, a transparent quality assurance is required: on the one hand, minimum standards must be guaranteed by the operator, on the other hand, the assessment of the quality of the offers should be allowed consumers. Quality items to choose from the responsibility of the direction for the formulation of a quality policy on procedures for the development of education up to determining the achievement of quality objectives in Prufungen-what quality-related activities at an educational institution must be regulated. Note it is but these standards themselves define any criteria for the quality of education, but a provider help to organize, to ensure a constantly high quality. General training, much knowledge is lost when the learned can be not immediately trained and implemented. The quality of mediated knowledge is more important than the amount of the training budget. To avoid, that training later when bad investments, manufacturers must consider very precisely in advance who to what topics that are actually relevant to work for him, should be trained. See complementary Becker, Jorg: employee survey as intellectual seismograph, ISBN 978-3-8370-5085-1. Becker, Jorg: Headhunter in their own right, ISBN 9783839124642. Dipl.Kfm. Jorg Becker

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