By E. Wayne Hart
The benefits of mentoring are well known: It gives less experienced employees valuable feedback, insight and support, while passing down wisdom and institutional knowledge. But who can develop effective mentoring relationships with today's time pressures and revolving doors of employees?
Traditionally, many Registered Training Organisations (RTOs) have taken a one-size-fits-all approach to addressing organisational compliance and performance problems: Professional Development Training (PD). The problem with indiscriminately applying this approach is that training is the right answer only when the problem is caused by a lack of knowledge or skills. As trainers and educators must understand that training does not solve problems associated with any of the following:
by Jack J. Phillips, Ph.D. and Patti Phillips, Ph.D.
We have seen training evolve from a necessary expense to acquire critical job skills, to an investment in the organization through employee capability, growth, and development. Based on what we know from the past and what we now observe at the present, here is a summary of what we see for the future of learning in the next decades, particularly as it relates to performance of organizations.
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