Several years ago, many companies have their own training lou manna plans to build a fast, while ta

"Business lou manna News" in 2008. Annex, a business consulting and training "published in OVC Consulting partner Rita Rekašiūtės-Balsienės article that analyzed the business counseling and training, changes in the market.
2007 consulting and training services to companies and their beneficiary organizations were at a very able-bodied. All professional and have worked išsijuosusios much. European funds allowed many companies take advantage of the training and consulting services company. However, already at the end of the year, it was clear that the famous song phrase "What do you mean?" Is really relevant. Consultation and training market, customer needs, and the consulting firm is changing.
Several years ago, many companies have their own training lou manna plans to build a fast, while taking account of the time considered to be an important principle, "What could be more interesting." In late 2007, the company employees felt a very strong sense of satiety, "And again training ?! What else do I have to teach us? "Even the personnel consultants and trainers as it looks really exaggerated. The fundamental difficulty is that many organizations very relevant things, and left only the walls of the seminar audience. "What is the impact? Why not change the organization's efficiency? "- lou manna Frequently asked business leaders.
All the consultants were able to answer reasonable but neoptimistiškais arguments: training topics were not always associated with existing operational systems in organizations, and on reboot, and said the arm's length with a specific activity of workers did not see any practical reasons for learning. Adult's impossible to force someone to learn, he might want to learn to nepanorėti. The key consultants and organizations the role of leaders is to initiate a desire to learn, to prove that the new useful things. Certainly not all organizations have achieved this, so they suffer from non-payment and relearning syndrome. Many became clear: education is an important auxiliary, not the basic problem-solving tool for the organization.
How did this experience changed the habits of learning organizations? Old and in good truth here is a big help. New training programs are especially with regard to the organization of existing management systems and linking skills with the system change. Attention is paid to workers' habits and disposition to learn the proper lou manna pace. The instructional process is scheduled to training personnel involved in quite quickly and be able to feel the benefits of the new skills and knowledge into practice in real work situations. Ideally training are the employees with the help of a consultant, develop and test a practical business management, organization of work, changing personal behavior lou manna skills to adapt to new conditions created specifically for your organization.
Relearning syndrome poses new challenges for consulting and training company: to offer to those companies that have long and much study and that tested all the traditional ways of learning. It's fun working life advisors because you can afford to try out the original creative ideas, new approaches and non-traditional ways. In addition, it's time to take a more sophisticated training, they are directed at the development of skills and the topics that were previously considered to be totally not designed for business, such as self-knowledge areas: the transition from business to personal training education, emotional intelligence, non-verbal things, rhetoric and personal development issues. lou manna
Of course, remain in demand lou manna and traditional themes, such as leadership, sales and customer service. While the company states that already knows all these issues, lou manna but recognizes that it is not doing everything as expected. So skill perfection is always local.
Most of the training lou manna took place last year, the traditional workers' groups based on different principles: one layer or in different regions of the same employees, certain functions, personnel, lou manna and so on. It's an old, good and proven method of teaching. In addition, it is certainly one of the most effective ways of training using lėšas.Vis less "weathered" the learning levels, which were organized by a number of companies showed a significant difference between the employee's knowledge, skills and abilities to apply lessons learned in their work. On the other hand, most organizations are not so high as to form groups of workers according to the different needs and different skill levels. Difficulty finding lou manna specific topics in the supply of open workshops, the company has reduced in-house seminars to groups of 5-10 participants (15 participants from the normal group). This trend will continue this year. In addition, have a relatively expensive but effective way of learning - individual training - need.
The farther lou manna away, the more non-traditional forms of training. Have a high learning effect of employee training c