Eğitim Yöneticilerinin Sahip Olması Gereken Roller ve Yetkinliklerin İncelenmesi

Abstract

If the trainings are institution-specific information trainings, contain know-how, or are considered as permanent or long-term programs for a large number of employee groups, it would be a more correct approach to work with the educators who will be recruited. In this case, the preparation of detailed job descriptions for the educator and the clear definition of the requirements of the job are important both during the interview and assignments, making it easier to choose the right person and assign them to the right jobs. In the selection of trainers, resumes and application forms should be carefully examined, the candidate's communication skills and willingness should be tested, school and work experience, presentation skills, program preparation ability, knowledge of educational methods, expertise in the subject, willingness and special interest in education, beliefs, goals, values and passions, educational experience, physical fitness, appearance, intelligence, maturity, emotional stability and educational status should be taken into account. The activity of a trainer who will be selected from within or outside the organization; it depends on him focusing on the subject, being able to do what he wants to do and being able to devote himself. Focus refers to knowing the subject. Being able to do is related to skills reinforced by experience, while dedication is related to mental attitude. If an educator looks at his work and relationships positively, if he does the training willingly, if he is at peace with himself and sensitive to people, he works by dedicating himself. When deciding who the trainer is, the attitude, goals, beliefs and values of the person being considered should be focused on, and whether these are appropriate and adequate to the requirements of the training being considered, the expectations of the organization and the needs of the participants should be considered. During the selection process of the trainer or training organization, the experiences of the person or organization, training methods, references in other organizations, personal or corporate images should be taken into account. It is necessary to think that the monetary or non-monetary losses that will be caused if an education that is considered cheap is not effective will be much greater. It is necessary to realize that the cost of a good education is always much lower than the cost of lack of education or a bad and inadequate education. Key Words: Educational Management, Educational Managers, Executive Roles, Executive Competencies