Eğitim Sürecinin Aşamaları ve Kurumsal Stratejilere Göre Eğitim Uygulamaları

Abstract

Abstract Education provides very important benefits to the organization. However, one fact that should not be forgotten is that education is not a goal, but a tool for achieving goals. Training on any subject of an organization; quality, customer satisfaction, production errors, work accidents, etc. it is the most important of the tools he uses to meet his needs. During the implementation of the training program, the general opinion is to make a list of the available trainings in the field and make a choice among them in accordance with the wishes of employees or managers. This will not be enough to solve the current problem. The correct thing is to analyze the organization, the employee and the job to find the weak link and plan and implement a training program to eliminate it. The organization of the training function, the amount and type of training are also influenced by the degree of integration of corporate units, global presence, business conditions, recruitment strategy, human resource planning, degree of specialization, managers, staff and human resources personnel participating in training and development. The degree to which the units or jobs of the organization are integrated affects the degree of education. In a highly integrated job, staff need to understand other units, services and products in the organization. Probably, the training covers the transformation of the staff between different jobs so that they understand the totality of the job Decently. In organizations with global operations, training is used to prepare personnel for temporary or long-term overseas missions. Key Words: Training Process, Corporate Strategy, Training Applications