Break down traditional hierarchies and the learning organisation to build potential strengths can be targeted to develop by the existing knowledge and the ideas of the employees faster and more efficiently be implemented into the daily practice: more and more companies are planning to rebuild its structure from a function orientation to a learning organisation. The general aim for the management of continuing education is a qualified employee tribe through employee retention, improvement of qualification for competent performance and boost the potential of qualifying. In connection therewith, new requirements come to on the staff. “Be particularly important qualifications of the company thinking in contexts and the group orientation/teamwork. Management issues continue gaining for the training in the future. Should you decide to embed the personnel development in a comprehensive approach to the balance of the person, a number of HR publications were created, by Jorg Becker, among others in this context cf.
Becker, Jorg: employee survey as intellectual seismograph, ISBN 978-3-8370-5085- or see Becker, Jorg: Potentialorientierte employee conversations, ISBN 978-3-8370-5180-3. Since the integration and linking of processes is one of the principles of the learning organisation, also the training methods and the forms of learning must be transformed. So the customer – and project-oriented learning and coaching are important qualification forms of the future. In the foreground, issues are after qualifying for the information society, the didactic design of the learning organisation and quality standards, as well as for a more efficient implementation of existing qualifications in competitive advantages. Should you decide to embed the personnel development in a comprehensive approach to the balance of the person, so a number of HR publications created, by Jorg Becker, including in this context: Becker, Jorg: person accounts with intellectual capital, ISBN 978-3-8370-7001-9. The modified contents the qualification measures set in the company personnel managers, trainers, and teachers also facing changing challenges. More than ever are instructions and help to teach yourself the focus: the coach takes over the role of the moderator, tutors or coaches.
If the qualification measures are designed by the operational procedures and requirements and in this process training, personnel and organisational development increasingly merge, the coach at the same time human resources and organization development must be. I.e., the companies have to do more in the future on integrated education and development concepts, to achieve a holistic qualification of individual groups of employees or whole areas. However, the individual employees will be stronger than previously required. Not only because a continuous education of its own accord must be provided and employees must invest in the future of more leisure time for the own qualification. The new work environments provide the “Employees a shift from must work to feel like work” in Vista. Executives demand a changed thinking, action, leadership and team behavior at the same time. CF. Jorg Becker: headhunter in their own right, ISBN 978-3-8391-2464-2. Jorg Becker.