The scope of human resource development and capacity building
There are numerous knowledge-based
approaches to enhancing performance and it is critical that as a manager
responsible for people’s performance you evaluate what will best meet your
needs. Frankly, there are many times
when organisatons spend huge sums of money on education and training initiatives that do
not, unfortunately obtain the anticipated returns.
The clearer you define your performance
requirements, the higher your return on investment in your people gets, and the
greater the efficiency with which you obtain your desired results.
What people performance improvement meets your needs?.
Training is the planned and systematic
process of imparting knowledge, skills and attitudes, aimed at bridging the gap
between current performance and the desired performance.
A training need therefore emerges in the
event of a mismatch between what the job demands and what respective
individuals posses in knowledge, skills, attitude and experience. We come in to provide the knowledge, skills
and attitudes that you need to bridge this gap.
Our definition of training needs, training objectives, and learning
activities are centered on this. Changes
to be obtained through training are immediately observable in the short term and
this has a direct bearing on the design and delivery style that the trainer is
expected to adopt.
Similarity in the imparting of knowledge,
skills and attitudes in both training and education is misleading. Whereas training aims by imparting knowledge,
skills and attitudes to bridge identified performance gaps, education aims at
providing certified underlying intellectual aptitudes upon which might be built
more specific performance capabilities.
Put more directly, while training is job and performance oriented,
education is person oriented, is a broader process of change, and its
objectives less attributable to precise performance requirements.
Where the performance requirements are
complex and the relevant performance difficult to analyse or specify, education
is the more preferable, since it provides a broad foundation of behaviour on
which the individual is expected to generalise or transfer knowledge and
experience to similar or new situations.
Also, in the case of education, the need to
establish graduated differentiation between persons is an important area of
interest – which it really isn’t in training
Where the objective of imparting knowledge,
skills and attitude is to impart a set of capabilities that a person will need
to perform a particular role in the predictable future, which role is not
within his present ability, the person is said to be undergoing a process of
Development must be equally planned and
systematic and will ideally entail industrial attachments aimed at improving
the person’s technical skills, training in leadership, communication and
finance, aimed at enhancing corporate leadership competencies, formal
education, aimed at developing critical faculties, corporate socialization to
enhance his self confidence, leadership, responsibility and team skills – all
of which must be spread over a period of time that gives him ample time to
develop the necessary accompanying physical and emotional maturity – so that he
sees things from a holistic perspective and not as fragmented and dissociated
To obtain optimum results, we are keen to
discuss each client’s unique requirements and quite frequently work with the
client to determine group and individual learning and development needs.
ARTEMIS Transition Partners
Please contact us to discuss specific requirements