Notes On Training And Staff Development

Psychosocial development throughout the Life Cycle theory (sometimes known as individual development theory) proposes that each individual has the ability to master their environment at all stages of life (Coady & Lehman, 2008; Hutchison, 2008). The theory had its

Knowledgeable and well trained employees are needed in every organization. It is important employees are able to perform all the tasks needed in order to reach the organizations needs and achieve the set goals. As times change, employees may stay behind in skills or may even lack training when it comes to new systems, technology or other procedures that the company may need in order to better performance. That is when the importance of training is more evident. An organization has a large responsibility for their success which is why training, development, and career development is

* M1 Discuss the principal psychological perspectives applied to the understanding of the development of individuals

Development of a person throughout his or her whole lifetime can be seen either as a continuous process or as a final status to be attained. Psychologists agree

This chapter introduces the literature works relating to training and development and how it has an impact on employee’s performance. It gives detailed explanation and clear idea on previous works by researchers in organizational politics to help in understanding the background information on which this research is based on. The chapter describes the concepts of training and development and the effects on employee performance and the gap in literature.

Cognitive developmental changes take the form of a greater motivation to monitor and manage one’s own thinking, learning, and decision making.

From this we further investigate and try to understand the different theorist’s point of view and how their theories affect each individuals learning, in order to assist a teacher when preparing the lessons.

Knowles posits that adult learners are self directed and autonomous. They are goal oriented, practical and must see and understand the relevance of any training. Adults bring an abundance of experience and knowledge, experiential learning, with them. Most importantly, “…adults need to be shown respect.” (Lieb)

Humans are adapted uniquely to learn, and this process id has done throughout their entire lifespan, for the cases of learning, it does not stop even after higher education, implying that learning is a gradual process throughout the entire lifespan. Those people who keep learning are always very successful in transforming their lives, that of their families, and then that of the entire community. Also, the process of learning does not take place in isolation. Furthermore, there are some factors that may either be instrumental in boosting the learning process or hindering the process of learning. The motivation of a person can either help or sometimes hinder his ability in the process of learning. One's external factors, for instance, the demands and obligations can be either hinder or help his learning process. There are some factors can influence learning behavior of a person, and these may include the resources of possessed by the people, availability of the information concerning learning opportunities, the presence of favorable learning environment, and among

The world of adult learning was changed by Knowles’ (1973) when he identified four assumptions about andragogy, meaning “the art and science of helping adults learn” (Knowles, 1970, p. 42). These assumptions are: self-concept; experience; readiness; and orientation. Knowles later added two more assumptions; the critical need to know, and motivation (Knowles, Holton & Swanson, 2015; Knowles, 1980). Knowles’ second assumption, experience, plays a significant role for individuals to create, retain and transfer knowledge based upon prior knowledge and skill, (Argote, McEvily & Reagans, 2003, p. 575). I will search for evidence on how the elements of Knowles’ theory align with the knowledge retention and engagement.

I led the planning and coordination for 2-151st successful participation in the following events. (Please See Continued Comments) (Continued) Provided direct operation support to the Battalion Commander for over 21 days working as the S3 for Hurricane Mathew. Managed and oversaw over 350 mission support hours in the rescue of individuals, personnel and VIP movements, and Medevac missions. Additional during the response, due the Task Ford Commander being released early for a medical concern, I became the acting Task Force Commander until the end of the mission leading the Task Force Response. I stood up the operational and response footprint for aerial firefighting response from 2-151st SSABN for the Pinnacle Mountain Wildfire in Nov- DEC 2016.

As an educator, it is my role to teach as well as learn. The role of a teacher allows me to experience both Andragogy and Pedagogy. “Andragogy” is “the art and science of helping adults learn "where as “Pedagogy is the art and science of teaching children” (Knowles, 1984, p. 13). In my profession, it is a daily task to teach concepts to children. Children are generally, teacher directed learners meaning, they are always looking to the teacher to guide them in their learning. They seek out answers and need direction to what they will be learning and what activities are provided to solidify the learning concept. This is quite different than the self directed, or the adult learner. According to Caruso (2011), adults learn by performing

Human resources are the most valuable assets of any organization, with the machines, materials and even the money; nothing gets done without man-power. In today’s business climate, businesses are faced with stiff internal and external competition. There are various human resource functions that give an organization a competitive edge, but most scholars argue that human resource functions becomes only operational when training has run through them all. This places training and development as an essential function in the survival of any organization. Increasingly, high performance organizations today are recognizing the need to use best training and development practices to enhance their competitive advantage.

As the risk manager, Susan Post, collaborated with Amy Green, the quality assurance director, and it was discovered from chart reviews over the past three months prior to the incident occurrence that short staffing and nurses working overtime may have played a crucial role in the incident. In addition, float nurses were frequently used due to low staffing. Preceding to the incident, Michael Parks, the clinical nurse specialist, consulted with both Susan Post and Amy Green regarding importance of staff training and education.

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