ABSTRACT
Progressing through the categories of the systematic training model, it is appropriate to consider the design and delivery of training. The chapter focuses on improving the quality on-the-job training; executive coaching and mentoring; training and equal opportunities; and the use of external consultants. On-the-job training is chosen because its importance is consistently understated. The chapter reviews the technology based training, and then, training and knowledge management. These two related topics are of vital importance to the role of training in the new human resources. New techniques, by raising line management awareness of training possibilities, may make a wider contribution through gaining acceptance for increased training activity. In any organization knowledge can be created in a number of different ways. Knowledge management must help make a reality of the new competitive model. This model, it should be recalled, positioned training as fundamental to competitive strategy.
