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1.I find demonstration-performance training sessions to be very effective.

Published on January 2018 | Categories: Comics | Downloads: 19 | Comments: 0
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1.I find demonstration-performance training sessions to be very effective. Throughout my career with the Air Guard, I’ve had many opportunities to participate in various types of training - technical training school, pre- and post-deployment training, annual computer-based training, etc. In most cases, I think allowing students/trainees to apply the knowledge gained from instruction sessions sets them up for success. Although handouts and other visual guides can most certainly be useful, sometimes students tend to focus on reading the material when they really should be paying attention to the instructor. I think active engagement with the instructor is also beneficial toward retaining the information. Additionally, as an instructor, I try to actively engage my audience whenever possible. This can come in the form of a simple question asked to a member of the audience, or even having someone demonstrate material that was covered throughout the course. 2.Competencies are the abilities or attributes, described in terms of behaviour, key to effective and or highly effective performance within a particular job (University of Nottingham, 2016) . They are applicable across a range of jobs, unlike specialist or technical skills which may be job specific. They provide a common language for describing performance and the abilities/attributes displayed by individuals. They focus on “how” tasks are achieved, not “what” is achieved (University of Nottingham, 2016). They are popular in training because they can help match individuals competencies, with job competency models, putting individuals in positions where they can contribute most (Rothwell, 2011). Competencies focus on the characteristics of people who are successful performing the work. They are part of people, not the work they do. Competencies do better in pinpointing the unique characteristics of people that lead to success. A competency model is a framework for defining the skill and knowledge requirements of a job. It is a collection of competencies that jointly define successful job performance. Competency models are widely used in business for defining and assessing competencies within organizations in both hard and soft skills. Competencies are not about duties, they are about people. However, they are different from job analysis (a process) and its traditional output (a job description).

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1.I find demonstration-performance training sessions to be very effective. Throughout my career with the Air Guard, I’ve had many opportunities to participate in various types of training - technical training school, pre- and post-deployment training, annual computer-based training, etc. In most cases, I think allowing students/trainees to apply the knowledge gained from instruction sessions sets them up for success. Although handouts and other visual guides can most certainly be useful, sometimes students tend to focus on reading the material when they really should be paying attention to the instructor. I think active engagement with the instructor is also beneficial toward retaining the information. Additionally, as an instructor, I try to actively engage my audience whenever possible. This can come in the form of a simple question asked to a member of the audience, or even having someone demonstrate material that was covered throughout the course. 2.Competencies are the abilities or attributes, described in terms of behaviour, key to effective and or highly effective performance within a particular job (University of Nottingham, 2016) . They are applicable across a range of jobs, unlike specialist or technical skills which may be job specific. They provide a common language for describing performance and the abilities/attributes displayed by individuals. They focus on “how” tasks are achieved, not “what” is achieved (University of Nottingham, 2016). They are popular in training because they can help match individuals competencies, with job competency models, putting individuals in positions where they can contribute most (Rothwell, 2011). Competencies focus on the characteristics of people who are successful performing the work. They are part of people, not the work they do. Competencies do better in pinpointing the unique characteristics of people that lead to success. A competency model is a framework for defining the skill and knowledge requirements of a job. It is a collection of competencies that jointly define successful job performance. Competency models are widely used in business for defining and assessing competencies within organizations in both hard and soft skills. Competencies are not about duties, they are about people. However, they are different from job analysis (a process) and its traditional output (a job description).

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