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Training policy questions - is training policy different with training design?
Hi there people i ll be reporting training policy this week i wanted to know the following: what is training policy? is itraining policy/i different with itraining design/i? if yes then is training policy part ofi training implementation /ior itraining design/i? what is the difference between training policy and training design? what does a training policy consists? guidelines in making training policy difference between company training policy and staff training policy is staff training policy the same with trainee/participant policy? is there a training policy in every country?such as u.s. training policy handbook do you have a sample of a training policy? your help is gladly appreciated.
Learning rather than training.
Many big companies send their employees for training to different training institutes;they have budget allocated for the same. unfortunately after the training how many companies actually try to find out the productivity increase in their employees. its also funny to see that most of the training school lay more emphasis on rather than het are concerned with getting their conversion targets done & taking all the trainees through a similar training workshop.& its is amusing to see them paasing the buck later on individual s capacity. training doesn t depend on capacity. if so then how come all the kids eventually get toilet trained. it is the learning & then further recalling that depends on capacity.most trainers dont realize that learning absorbing & recalling capacity of each is different & the fact that there are area which are trainable but most of the procedure is about continuous learning & recalling.it is more important to facilitate learning even during training. regards
Different btw learning plan & training plan
Dear all i am doing a school project on training needs analysis & learning plan. i kind of mixed up the learning plan & training plan. what is the different between both? please advice. thanks regards bel.tp
In interactive learning experience india is 2 years behind the west
I work with a company which is involved in learning/training content design and development primarily in elearning because this is in demand by their learner. in india i see the learning manager training managers are not much interested to think other then conventional approaches and putting new thoughts to that old way. being in the business development i have many proved cases studies which has shown tremendous hike in learning of the learners.
Microfinance company - branch manager and area manager are not able to recover the instalment from the customers
Dear respected all we are from a microfinance company where we giving a loan to villagers in small amounts and recover weekly as per instalment. we branch manager and area manager are not able to recover the instalment from the customers then it is possible to recover the overdue amount from the branch manager and area manager.
Action learning------> must read
Alearning elearning seemed like the best form of training. however it has its own limitations. a new approach in the elearning process electronic action learning or alearning on the other hand takes care of the loopholes in the elearning method. a learning which is cost effective easytouse and accessible any time offers justintime skills building facilities. how alearning differs from elearning while elearning revolves around abstract concepts alearning focuses on learning concrete skills. elearning relies on definitions for building knowledge while alearning relies on practical exercises. in elearning graphs and models depict ideas whereas in alearning interactive exercises are used to convey ideas. in the case of elearning the learning is quantified through quizzes and tests. alearning on the other hand does that by measuring the number of jobs completed successfully. elearning is designed to support individual learning unlike alearning that supports collaborative learning. an alearning programme includes: a exercises: as alearning courses are based on action they include exercises that learners complete while working on a job. b reusability: alearning programmes can be used many times without getting stagnant. c collaboration: alearning enables interaction of multiple users. for instance a manager can employ other managers or staff to arrive at an appropriate conclusion in a decision making programme. though alearning does not use tests and quizzes to assess the learning and relies on improvement in jobrelated assessment to measure the impact of training. therefore alearning should be employed when specific skills need to be built in employees while elearning should be used for imparting new knowledge.