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Public Sector Informant : PSI - October
Oaklands ... the perfect South Coast venue for your corporate event (OPENING SOON) Oaklands boasts a new Event Centre to cater for your Corporate Event. All your business needs are catered for at Oaklands Event Centre to ensure your conference, product launch, team building or business presentation is run smoothly and is a true reflection of your company. » Full Conference Facilities » On site Catering -- (packages available) » Fully licensed » Scenic rural setting » On site parking For all enquiries www.oaklandsevents.com.au Email: firstname.lastname@example.org or contact our Event Managers, Andrew Wagg (02) 6494 3330 / 0412 678 507 or Kathryn Hede on (02) 6494 3340 / 0412 961 529 Oaklands Event Centre, 3546 Princes Highway, Pambula w 2549 10-12656/3 & TRAINING DEVELOPMENT SOLUTIONSADVERTISING FEATURE 10-12581/1 Indigenous Policy and Dialogue: New Relationships, New Possibilities THE Indigenous Policy and Dialogue Research Unit (IPDRU) will host the first National Indi- genous Policy and Dialogue Conference on November 18 and 19, 2010 at the University of New South Wales The conference tackles key themes in Indigenous politics and policy-making. It will con- front some of the historical legacies that continue to frame the struggle and contestation between Indigenous people and the state. The conference will feature keynote addresses by Aborigi- nal and Torres Strait Islander Social Justice Commissioner Mick Gooda, Professor Joe Kalt (Ford foundation professor of International Political Economy in the Harvard Kennedy School and co-director of the Harvard Project on American Indian Economic Development), Pro- fessor Kiera Ladner (Canada Research Chair at the University of Manitoba) and IPDRU's foun- ding director, Professor Patrick Dodson. The program includes more than 50 contributed papers, and two forum sessions on examin- ing the questions of care and justice and the reconciliation process. For more information and to register for the conference, visit the conference website at www.nipdc.arts.unsw.edu.au 10 THE PUBLIC SECTOR INFORMANT [OCTOBER 2010] Making training and Development work Supportive: You can make training and development more effective within your organisation. TO make the most of training opportunities, create a training and development support pro- cess that will ensure that the employee training you do works. You can make training and development more effective within your organisation. These suggestions and app- roaches will make your employee training more effec- tive and transferable; applying them will result in measurable differences to your bottom line performance: Make sure the training and development is needed Do thorough needs and skills analysis to determine the real need for employee training and development. If the employee is failing in some aspect of her job, determine whether you have provided the employee with the time and tools needed to per- form the job. Does the employee clearly understand what is ex- pected from her on the job? Create a context for the employee training and develop- ment Provide information for the employee about why the new skills, skill enhancement, or information is necessary. Make certain the employee under- stands the link between the training and job. You can enhance the impact of the training even further if the employee sees the link between the training and his ability to contribute to the accomplish- ment of the organisation's busi- ness plan and goals. Provide training and devel- opment that is really relevant to the skill you want the employee to attain. You may need to design an employee training session internally if nothing from train- ing providers exactly meets your needs. Or, seek out providers who are willing to customise their offerings to match any of your specific needs. Favour employee training and development that has measurable objectives and specific outcomes that will transfer back to the job. Design or obtain employee training that has clearly stated objectives with measurable outcomes. Ascertain that the content leads the employee to attaining the skill or infor- mation promised in the objectives. Provide information for the employee about exactly what the training session will involve. Explain what is expected of the employee at the training session. This will help reduce the person's normal anxiety about trying something new. If he or she knows what to expect, they can focus on the learning and training transfer rather than her potential discomfort with the unknown.
PSI - September