التدريب الخاص

مركز المعرفة

ماذا يكون التدريب الخاص ؟

التدريب الخاص يمكن وصفه كطريقة وتقنية تستعمل توجيه الفرد للتعلم الحديث فى اطار محدد من الزمن.  

هناك الكثير من تعريفات التدريب الخاص. مع الكثير من الاختلاف و التناقض ، فقد اقترح ان يصبح فى الوقت الرهن التمرين العمليّ في التجريد - جاكسون 2005. حتّى الكتاب الأكاديميّين امثال كلوتّربوك ومغّينسن 2005 قد غيروا وجهات نظرهم ، ومازال الباب مفتوحا وخاضع للتطوير . حتّى 1994 ، احال غرفى 1994 "مساعدة الفرد للفرد" ولذلك اقترح اعادة تفنيد التعريف ، مع اللغة المتعارف عليها فتقريبا اصبح امل تعريف "الفرد للفرد" هو الاقرب لتحديد و تعرف معنى التدريب الخاص

قد اقترح بعض الكتاب أنّ التعلم هو نموذج من التدرب ، والتعلم نموذج فعال و عامل وأيضا رسميّا. ويستعملون كلمة التدريب كان تصبح شائعة - هودسن ، 1999. ومؤخّرا ، في محاولة بطوليّة لخلق بعض شكل التماسك ضمن هذا الارباك ، نرى بعض الكتاب البارزة في المجال ليسوا سعيدين بتقبل النشاط كفئة فرعيّة من أخرى. وقد صنفوا أنّ التمايز بين العباراتين تسبب إرباك و المجتمعات يجب ان تبدا بالتحرّك لتحديد و تعريف عبارة التعليم-التدريب -  برسلو و وري 2005.

تعريف التدريب الخاص يمكن ان يكون بسيط وشامل و بمعنى ّ ، عملية تفوّيض الأخرين -هيتمور ، 1997. أكثر تحديدا فالتدريب الخاص أكثر تحديدا فالتدريب الخاص : هى "عملية تمكّن التعلم والتطوير كى تحدث و لتنمية التطوير" و. لكى تصبح مدربا ناجحا فهذا يتطلب المعرفة و فهم العملية و الأساليب المختلفة ، والمهارات والتقنيات المناسبة للسياق المتبع فى التريب - برسلو ، 1999. يلعب المنظور أيضا عامل هام تفسير تعريف المساهمات الفرديّة . ينظر المعلم الى التدريب بانه مبنى على المهارات ، مع الإمكانيات الخاصّة المقترنة مع النتائج كارنويل ا ت ال 2004. ويتحول المدرب للتوجه نحو نتائج العمل مغّينسنون و كلوتّربوك 1995 والبدء باداء العمل الحالى و التاكيد على تنمية المهارات - كلوتّربوك 2004.

وقد طوّرت تعريفات التدريب على مر السنين ومن المتعارف عليه ان المظاهر الهامة من التدرب ان تقبل و تحترم و تؤخذ بالاعتبار فضلا عن تبادل المعلومات بين المدرب و المتدرب اولالا 1998. إلى تعريف العمل الذى ينطق "التدريب هو عملية تمكين نمو الاداء و التنمية و التطوير و الالتزام - الإسكندر و رنشو 2005. يقدّم بشكل مفيد ، [مغّينس 1988) بالرجوع الى 1988 فمنظور التدريب يبدو فعال اكثر بتنمية شخص عندما يعمل في مراحل خاصّة. لذلك في عالم سياق العمل فالتدريب له دور فعال، فى العمل والمشروع المحدد - ويليامس 2000. إن تتبعنا خطّ هذه الفكرة ذات تدخلات خاصّة في أوقات مناسبة لتطوير أشخاص فهذا يصبح منهج أكثر فعالية ، بعد ذلك يجب مراجعة المدى الواسع من تدخلات التدريب وسنرى ما هو الجديد ، من ان التدريب له ارتباط مع علم النفس ،علم نفس الرياضة والتربية (زيوس و سكيفّينغتون 2000) ، والآن تنشغل ببناء التسويق والمصداقية
 

أصل التدريب الخاص. التاريخ

ظهرت عبارة مدرب اولا فى 1500 نسبة الى طريقة التحميل ، ومن العربة المقادة بالخيل ، في مدينة هنغارية صغيرة والتى تنطق ب "كوتش" انذاك. في منتصف عام 1850 استعملت كلمة "كوتش" في الجامعات الإنجليزيّة ونسبة الى الشخص الذي أعان الطلاب في تحضير الامتحان (زيوس وسكيفّينغتون، 2005) واظهر ترابط مع "حشو الدماغ"وتعدّد مهمّات المهارات المصاحبة مع السيطرة على الفريق من منهج تدريب خطوة عربة الخيل - ويكيبديا ، 2005. التدريب الخاص يرى جذوره في علم نفس البشر (زيوس و سكيفّينغتون ، 2000) ، وبالتركيز على كرامة الأشخاص والقيمة الجوهرية.

التدريب الخاص في عالم العمل

مع حركة علم نفس البشر التى بدات الظهور وبالتواز مع التدريب داخل عالم الاعمال ، ومن ثم يمكن رؤيتها ضمن نظائر الجرائد. يصف غربي (1937) ان تدريب الموظفين القدامى للاحدث يقلل ، ويحقيق الاداء الامثل. كما ذكر(بيجلوو 1938) ان مديرى المبيعات تدرب موظفى المبيعات. أفاد (مولد 1951) ان المدير عبارة عن برنامج تدريب. جادل (هايدن 1955) أنّ "المتابعة"تدرّب تحسين التقييم. أشار (مهلر 1964) ان صعوبات التنظيمات تمكن المديرين أن تصبح مدربين فعالة. قيّم (جرشم 1967) تأثير المشرفين على - اداء و سلوك العمل. وافاد (توبيس  1996) على امتياز اداء مدير عام ، الذى يقوم بالتدريب البسيط. ومن تقارير دورية بير للنشر ان التدريب الفعال يتم باسلوب "دراسة الحالة"و التعليق و تحليل الانشطة فى العمل مثل الدراسة الحديثة الصادرة من مجموعة مانشستر الاستشارية - زيوس و سكيفينجتون 2005. وافادت هذه المجموعة ان عائد الاستثمار ينمو 6 اضعاف باتباع برامج التدريب فى الفترة من عام 1996 الى 2000 . كما ركز البحث الارتباط بين التمايز السىء فى الصناعة حيث كانت القوى المالية انذاك و مبادىء التفويض فى العمل وراس المال البشرى اكثر من الموارد العاملة التى لم تظهر بعد.

[الظاهر ان مبادىء حياة التدريّب عرضت أولا بالتعريفات الحديثة ، التدرّب مثل نشاط في برنامج الراسبين فى مدرسة ثانويّة . بدأ هذا العمل في طليعة حرب 1950 وبرعاية واى ام سى ايه فى  بروكلين - نيويورك. كان يهدف للبحث عن طرق استشارة كبرى و تعلم أكثر لمساعدة الناس فهم العلوم النفسانيّة والمهارات الاجتماعيّة ولمواجهة المشاكل المتوقّعة المتطوّرّة فى الحياة  - أدكينس 2006. وبنهاية الستينيات اصبح البحث أكثر جاذبية - غرنت و كافنج 2004. كان التركيز على مناهج أكاديميّة أكثر يحفز المصداقية المطلوبة من الهياكل التجارية الاكثر تقدّما. مثل ميلاد المدربين التنفيذيين للاعمال المندرجة من برامج القيادة فى الثمانينيات - زيوس و سكيفّينغتون 2005.

أتى الإختراق الحقيقيّ من التدريب الخاص مع المزيج من الرياضة وعالم العمل  ، في الواقع يعيد الابتكار الذاتى. كان تيم غلّوي (1974) ولعبته الخاصة كرة التنس ، اول ما شجع التدريب فى عالم الاعمال ومع النجاح المبهر للمدربين العالميين : جون وهيتمور بطل التسابق  ، دايفيد همري البطل الأولمبيّ للحواجز والفائز بالميداليات ، ودايفيد ويتكر البطل الأولمبيّ ومدرب لعبة الهوكي .

كان التدريب الخاص بمظهره الحديث مولود من نظرية بناء التعلم (ويليامس إرفينج ، 2001) ، مع جوهر الإعتقاد أنه ليس ّهناك تفسير حقيقى أو تفسير للواقع - زيوس و سكيفّينغتون 2005. فقد نرى ميلاد التدريب من المبادىء التى تقر: باننا جميعا نبنى فهمنا من العالم الذى نعيش ، ومن انعكاس خبراتنا  وبشكل مفيد مع رؤية التسعينيات باننا نؤمن بما نرى فى مجموعات فلسفية ، ونبحث عن بديل مفضل مع هؤلاء الذين لديهم نفوذ ادارى و اتصالات ( برسلو و وري ، 2005) ، ومن الممكن أن نرى الظواهر من امثال (جندلر و باندلر ، 1989) التقط كرز من هذه المناطق مثل نظرية البناء ، بتسن 2000 علم الضبط شمسكي  (1972) نظرية اللغة ونظرية لندا ، 1974. هو هذا منهج التقاط الكرز وطلبات عالم المؤسسة التجاريّة التى ولدت الدعوة لنموذج العالم-المتمرس من التدرّب، حيث يتم اتباع اسلوب اكاديمى و عملى كمعيار وتصديق المجال. الكثير من التدرّيب اندرج من المهنة ، على الرغم من وجود المدربين كمحترفين غرنت ، 2003. الاهتمامات الحاليّة من التعريف والشرعية تستطيع ان تفسّر بالمهنة لان مغطاة اكثر من مندرجة بالعمل الحالى.

إستعمال التدريب الخاص. التطبيقات

• تدريب بالعمل .
• تدريب تنفيذيّ.
• تدريب حياة .
• تدريب اداء .
• تدريب رياضى .
• تدريب مكان عمل .

خطوات التدريب الخاص. العملية

غير متفق عليه عالميا.

قدرات التدريب الخاص. الفوائد

• الفائدة السائدة فى التدريب للفرد والعمل لتسهيل التعلم الذاتى. رغم أنّ يعلم يكون مكّنت عن طريق عربة ، ال يصحّ فائدة ضمنيّة من يدرّب في القدرة من الفردة أن "تحرّكت على" من الخبرة كأكثر يمكن مساهمة.
• بخصوص موهبة دراسات الاحتفاظ و التطوير فهو يشير ميزات هامّة للشركات التى تشجّع بنشاط التدريب أثناء أطوار الإنتقال/التغير .
• العائد على الاستثمار للتدريب اعلى من التدريب بقاعة برامج تعليمية ، خصوصا في المجتمع التنفيذي ، حيث تبدى الدراسات انهم يظهرون اتصال سريع حتى 30 مرة من المتوسطين.

تحديد من التدريب الخاص. السيئات

• التدريب الخاص ليس معالجة. حيث يصبح المتدرب مستقلا لاحقا.
• يستطيع ان يرى كموقع هيبة في العمل ولذلك يستطيع خلق مدربين ذوو حنكة و لهم تاثير سياسى.
• حاول ان تخبر مدربك بانه مدرب سىء!

افتراضات من التدريب الخاص. شروط

• يسحب التدريب الخاص حقّا فكرة مالكولم نوولس و تعليم الناضجين ، الذى كان يردد أنّ الفردة لديه مسؤولية نحو تعليمه الخاص به وكلّ التزاماته ، ويجب ان يوجه ، اكثر من ان  يكون منقاد
• هذا موضوع معقّد بشكل لا يصدّق ، لشيء بسيط كهذا . السبب لأنّ التريب ليس بتعريف عن نموذج ، نماذج مثل ينمو (جرو) ، هو أدوات التدريّب.
• حاليّا لا يوجد نماذج رئيسية والتى تقدّم تعريف عاما مقبول .

كتاب: Zeus & Skiffington - The Coaching at Work Toolkit

كتاب: Mary Beth O'Neill - Executive Coaching with Backbone and Heart

كتاب: Bruce Peltier - The Psychology of Executive Coaching

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دورات تدريبية حول التدريب. دورة المبتدئين دورة متقدمة دورة للخبراء

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Personal Benefits of Coaching Explaining the Advantages of Coaching at Coacheel Level Here is a list of some typical advantages of using a coach as an assistant to your personal and professional development... History of Coaching Organizational Development, Background of Coaching - In the context of management, the term coaching appears to have first been used by Myles Mace in 1958 and was seen as ... The GROWTH Framework for Coaching Extended Coaching Model to Guide Coach-Coachee Interactions The GROWTH model adds two more dimensions to this coaching model. Once deciding what the coachee will do, we look at: -... Identify and Develop Leadership Abilities Leadership Development, Management Development, Coaching, Mentoring Covey's 4 Roles of Leadership� helps managers to identify and develop 4 important abilities of 'true' leaders: Modeling... Organizational Benefits of Coaching Explaining the Advantages of Coaching at Organizational Level Here are some typical benefits of using a coach to overcome problems within an organization: - Coaches may help to iden... What is the Opposite of Situational Leadership? Leadership Development, Management Development, Coaching, Mentoring Situational Leadership can be seen as an adaptive style. The opposite, non-adaptive, or inflexible, style of leadership ... Five Leadership Development Ideas Leadership Development, Management Development, Coaching, Mentoring Although years of research and analysis by biographers, historians, and scholars have produced an enormous library of bo... How to Develop your Own Leadership Philosophy Leadership/Management Development, Coaching, Mentoring In an article �When should a leader be directive or empowering? How to develop your own situational theory of leadership... Ineffective Behavior Analyzing Manager, Employee or Self Behavior There are many different forms or manifestations of ineffective behavior, such as - Finding it difficult to say 'no'. ... 4 Patterns of Behavior Creating Behavioral Awareness According to Willem Roding there are 4 patterns cuasing behavior: 1. INSTINCT: Stimulus --> Reflex. Automatic decision:... The Relationship between the Power of Leaders and Overconfidence Leadership, Power, Leadership Development, Executive Education Fast et al. (2012) researched the relationship between power and overconfidence. In many cases it can be seen that decis... Psychoanalysis and Coaching Similarities and Differences Psychoanalysis is focused on what does not work, on dis-functional thoughts and behaviour, depending on the approach it ... Recognizing Distressed Managers in Leadership Pipeline Transition Coaching, Mentoring, Management Development, Leadership Development Moving from one manager level/phase to the following in the Management / Leadership Pipeline is a difficult task. Freedm... Freud's Personality Types Personality Types, Leadership Development, Management Development, Coaching, Mentoring Freud recognized that there are an almost infinite variety of personalities which could be in the end broken down into 3... How to Assess Relational Skills of the Coachee? Human Resources, Leadership You can use the 4 dimensions of relational skills to assess relational skills: Influence skills: - Look for a history... How to Develop Better Relational Skills? Human Resources, Leadership Although it is not necessary to be interested in or skilled at all four dimensions of relational work in order to succee... CEOs Time Spent per Stakeholder / Constituency CEO Coaching, CEO Time Management, Stakeholder Management Research by Porter, Nohria and Higgins among 27 CEOs revealed the following interesting data on with whom they spend the... The Best Managers in Coaching Employee Development, Employee Growth, Coaching by Managers, Mentoring, Career Management, Management Development Gartner (2018) surveyed 7,300 employees and executives across 25 industries and found that there are 4 types of managers... Family-Work Conflicts (FWC) and Daily Job Performance Family-work conflicts, Coaching, Mentoring, Job Performance FAMILY ROLES and WORK are two factors influencing each other: - Work can interfere with family roles; this is called a W... Practical Tips to Increase the Performance of your Employees Employee Development, Employee Growth, Coaching by Managers, Mentoring, Career Management, Management Development The performance of an employee (or a team of them) depends on many factors. One of the main factors is how well the empl... Leadership Self-Assessement Leadership Training, Leadership Development, Coaching, Mentoring Before you seek training in leadership, you should assess your strenghts and weaknesses as a Leader by comparing with th...

مصادر المعلومات مصادر المعلومات المختلفة المتعلقة التدريب. هنا سوف تجد POWERPOINTS، وأشرطة الفيديو، والأخبار، وما إلى ذلك لاستخدامها في المحاضرات وورش العمل الخاصة بك. The Fatal Coaching Mistake by Managers Coaching, Mentoring, Management, Leadership Managers and executives often don't realize how much influence they have over their staff, by just being their superior... How to Become a Master Manager? Introduction to Managing People. Know Thyself This good introduction presentation is about how to be a Master Manager. By J. S. Osland, D. A. Kolb, I. M. Rubin and M.... Introduction to Coaching Employees Organizational Coaching, Employee Assistance Presentation about Coaching, thereby focusing on Employee Assistance (EA) coaching. 1. The Importance of Coaching 2. C... Coaching vs Counseling A Comparison Comparison of counseling and coaching on 6 characteristics.... Building the Helping Relationship 10 Principles for Facilitative Consultancy Superb article by MIT Professor and OD consultant Edgar H. Schein in which he concludes that: "... The decisive factor ... Assess your Personality Type to Plan your Career Career Management, Career Planning, Personality Types This presentation elaborates on how to define your personality and the career that suits best to you. The presentation i... NLP: The 6 Neurological Levels 6 layers to view at the reality of a person or issue Neuro Linguistic Programming (NLP) is used increasingly by businesses and individuals in HR, marketing, sales and organi... Hearing versus Listening Communicating Effectively, Active Listening, Coaching, Mentoring A comprehensive presentation about listening and how to do it well. Includes a scheme of the steps in the listening pro... Daniel Goleman on Competence Development Competence Development, Coaching, Mentoring Daniel Goleman gives 5 steps on how to develop a personal competence: 1. Ask yourself: Do I really care? 2. Get honest... Coaching vs Mentoring A Comparison Comparison of mentoring and coaching on 7 characteristics.... Introduction and Summary of (Executive) Coaching Initial Understanding of Coaching Chris Ruisi explains: 1. What is coaching? 2. What makes a good coach? 3. What is special about executive coaching? ... Steven Covey on his 8 Habits of Effective People / Managers / Leaders Understanding the 8 Habits of Covey. Leadership Development, Management Development, Coaching, Mentoring In this video Steven Covey explains his 7 habits plus the 8th habit he added later: 1. Be proactive 2. Begin with the ... The Performance Effects of Coaching Coaching, Performance Paper by Ritu Agarwal, Corey M. Angst and Massimo Magni on the effects of managers' coaching intensity on the performanc... How to Manage Challenging Situations and Challenging People? People Management, Conflict Management, Persuasion, Challenging Situations This presentation is about the management of Conflicts, other challenging situations and about managing challenging peop... Manager? Why you need Coaching and Mentoring Skills Management Skills, Coaching Skills, Mentoring Skills, Management Development, Leadership Development Effective managers understand the difference between their role as a mentor and as a coach in developing their people an... Practical Communication Tips for Managers Management Skills, Leadership Skills, Management Development, Leadership Development, Situational Leadership As manager you need to combine professional expertise and experience with specific character traits, interpersonal and c... Communication Essentials: Non-verbal, Verbal and Listening Skills Communication Skills, Personal Skills, Confidence, Power, Influence, Sincerity, Trust Presentation about communication skills, including non-verbal and verbal communication and listening skills. The present... Mindfulness and Wellbeing at Work Wellbeing, Well-being, Mindfulness, Motivation, Employee Commitment Time Management, Coaching This presentation elaborates on the concept of mindfulness in the workplace, and includes the following sections: 1. Ou... The Role of Supervisor | Skills of Supervisors Skills of a Supervisor, Supervisor Role, Supervisor Behavior This presentation elaborates on the skills that supervisors need in order to be successful in their business/organizatio... All the World is a Stage (Shakespeare) Impression Management, Communication Explanation of the main ideas of sociologist Erving Goffman regarding Impression Management. Shakespeare wrote: "A... Johan Cruijff on Coaching Coaching, Mentoring, Goal Setting, Teamwork In this video legendary Dutch football player and coach Johan Cruijff (1947-2016) presents some of his inimitable ideas ... Young Steve Jobs on the Role of Managers Management, Leadership, Talent Management, Talent Acquisition, Talent Development This video is a nice start for any management course. Jobs shares some ideas on managers (in a high-tech environment) an... How you can Change and Improve Yourself Self Development, Coaching, Mentoring, Management Development, Leadership Development Coach Tony Robbins explains that you can only achieve good results in changing or improving yourself if you: Not onl... Peer and Co-worker Relationships Relationship Management, Emotional Intelligence, Coaching, Emotional Work, Relationship at Work, Employee Relationships This presentation is about the relationship between peer and co-workers, and includes the following sections: 1. Nature... Guide Toward Coaching your Employees Coaching Employees, Performance Reviews, Giving Effective Feedback Presentation that provides information about the ways to effectively coach employees. The presentation includes the foll...

أدوات أدوات مفيدة بخصوص التدريب. أخبار فيديو عروض   الكتب أكاديمي ويكيبيديا

قارن مع التدريب الخاص: Mentoring التعلم   |  أساليب التسهيل Facilitation Styles   |  Leadership Pipeline خطّ القيادة   |  نموذج هاجبرج لقوة الشخصيّة Hagberg Model of Personal Power   |  Cultural Dimensions الأبعاد الثقافيّة   |  Cultural Intelligence الذكاء الثقافيّ   |  Emotional Intelligence الذكاء العاطفيّ   |  الشبكة الإداريّة Managerial Grid    |  Four Dimensions of Relational Work الاربعة ابعاد بعلاقات العمل   |  Maslow Hierarchy of Needs تدرج الاحتياجات لمسلوو   |  ERG Theory نظرية أرج   |  Spiral Dynamics الديناميكية اللولبية   |  Changing Organizational Cultures تغيّر الثقافات النظاميّة   |  Expectancy Theory نظرية التوقع   |  Whole Brain Model النموذج الكامل للعقل   |  Seven Habits العادات السبع   |  Seven Surprises المفاجات السبع   |  Johari Window نافذة جوهري   |  EPIC ADVISERS مستشارو اى بى اى سى   |  Leadership Styles نماذج القيادة   |  Level 5 Leadership مستوى 5 للقيادة

العودة لقائمة الادارة: التغير و التنظيم  |  الاتصال و المهارات  |  الموارد البشرية  |  القيادة

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