ترجمه مقاله آموزش و یادگیری سازمان

Training and learning defined

Employee training can be defined as a systematic effort (often initiated by an employer) to develop the knowledge, skills and attitudes required by an employee to perform a given task or job successfully with the final goal to improve the organisation's performance. Training is part of human resource development, which aims to develop employees' full potential irrespective of the possibility of its immediate use in the current job. Such a focus on human resource development can be attributed to the growing realisation that people are the main source of competitive advantage and that an organisation's success is determined by decisions that employees make and behaviours in which they engage .

Training can be differentiated from coaching and education. Coaching refers to a process of a one-on-one relationship between a coach and an employee to generate behavioural changes through self-awareness and learning. It is about focusing on the current interests and competencies of individual employees, and trying to develop them through personalised attention. Education, as a human resource development, also aims at developing individuals' potential, not only to make them more effective in a particular organisation, but to enable those individuals to manage their lives in different contexts.

There are three training paradigms underlying the provision of training in organisations: the traditional paradigm, the human resource development paradigm and the learning pa : The traditional paradigm views training as a necessity which is driven oyer's perceptions of the competencygap in employees when perf rrent job. In the human resource development paradigm, altho perceptions concerning the developmental needs of empl the scope goes not only beyond their current job but en the organisations future operations and the em arning paradigm empowers employees to set ndas within the framework of organisati...