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Learning and development or training?
It is important to think in terms of learning and development because it
encompasses a much wider business concept than training alone. You don't want your staff to be trained - you want them to learn in order to develop their skills and knowledge and improve their performance.
Learning and development needs can mean that people need direct training through courses and one-off events, or it could mean that they need regular mentoring or coaching in the workplace, or it could mean that they need to job swap or shadow another colleague.
Learning and development programmes should always arise out of business needs - what is the business trying to achieve and how can you develop systems and people to support that goal?
The style of delivery of learning and development programmes should
ensure that the activities are enjoyable, engaging and, above all, support the business need:
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There should be a balance of interaction, and fun with serious and challenging content.
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Practical solutions should be provided that can be applied immediately in the workplace.
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A mixture of techniques including group work and discussions, team exercises, role/real play, shadowing, coaching and self assessment tools should be used.
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Featured case studies
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Engaging the force
Carol Carpenter Training help Wiltshire Constabulary improve performance and achieve national acclaim. |
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Leadership qualities ensure growth of Donkey Sanctuary
Carol Carpenter Training workshops help staff from different centres around the world to develop management and communication skills. |
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Keeping up standards with Carol Carpenter Training
Carol Carpenter Training work with Michelmores Solicitors to design a more consistent approach in its recruitment and selection process. |
To find out how Carol Carpenter Training delivers learning and
development solutions please click here.