The Training Model: Time for a Change?

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Abstract
A new model of training is proposed, redefining and adding to the traditional model, which is usually seen as defining organisational requirements, assessing job training needs, designing programmes, and evaluation. The author believes this is no longer adequate and gives an over‐simplified view. The four main blocks in his suggested replacement model are resource availability, assessment of training needs from the organisation standpoint, assessment of training needs relating to the job itself, and programme design. Evaluation activities are included within all the blocks.

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