QuickHelper

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About QuickHelper

Levels Tought:
Elementary,High School,College,University,PHD

Expertise:
Accounting,Applied Sciences See all
Accounting,Applied Sciences,Business & Finance,Chemistry,Engineering,Health & Medical Hide all
Teaching Since: May 2017
Last Sign in: 352 Weeks Ago, 5 Days Ago
Questions Answered: 20103
Tutorials Posted: 20155

Education

  • MBA, PHD
    Phoniex
    Jul-2007 - Jun-2012

Experience

  • Corportae Manager
    ChevronTexaco Corporation
    Feb-2009 - Nov-2016

Category > HR Management Posted 26 Sep 2017 My Price 8.00

I have found, in my 17+ years in the field of HR and learning & development.

I have found, in my 17+ years in the field of HR and learning & development.... many leaders/managers think that when things go wrong in a group or department, training is the answer to 'fixing' the issue. However, that couldn't be further from the truth. First, I should say that there IS a difference between TRAINING and DEVELOPMENT. They are both related, but training is more about knowing WHAT and HOW to do something (it's very skill focused) and development is more about the OVERALL development of the person - their career and the personal and professional aspects of developing someone into a more effective individual. There are probably other distinctions, though this is just one perspective.

 

Back to my original comment about training....If a manager were to come to you saying something like, "Our department is not getting along. People just don't trust each other. Suzy doesn't talk to Mike, and Mary despises interacting w/ Carol. I think we just need to get everyone in a room and take them through a workshop on managing conflict."

Put your HR hat on....before you agree that this could be the way to go, what are some questions you should ask the manager, to get a better sense of whether or not this is the best course of action?

Answers

QuickHelper
(10)
Status NEW Posted 26 Sep 2017 11:09 AM My Price 8.00

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