Training Potential
It is a joint obligation for the management team to ensure that employees are knowledgeable of their job requirements and its associated responsibilities. While Afghan Health endeavors to provide the necessary resources and the best possible programs to help team members achieve their potential, we also expect employees to take their training and development initiatives seriously and make every effort to maximize the learning benefits from such initiatives.
In coordination with our commitment to team member development, it is the belief of the company that training is an integral part of the success and efficiency of Afghan Health operations. It is also fundamental to team member development within their jobs and in preparation for their career advancement. Training is therefore viewed as a shared responsibility of management and team members to accomplish the mutual benefit of an increasingly skilled workforce.
Development
“Development” is distinct from training because it has greater long-term implications on time and commitment from both Afghan Health & its team members. Development involves a change in thinking, a change in the way the environment is interpreted, and the ability to respond to and make headway within a given environment, among others. The outcomes of developmental activities have a greater, far-reaching impact because of the potential for new and better ways of acting and responding to the environment.
Training & development opportunities include
Vocational training; prepares employees for positions based in manual or practical activities, traditionally non-academic and totally related to a specific occupation or vocation, as the employee directly develops expertise in a particular group of techniques or technology. Allowing each individual to perform his duties as expected.
Soft Skills Training; which refers to the cluster of personality traits, social graces, communication, ability with language, personal habits, friendliness, and optimism that mark each of us in varying degrees. Soft skills training allows each person to utilize his capabilities for career progression.
Business simulation; is used for business acumen training and development. Learning objectives include: strategic thinking, financial analysis, market analysis, operations, teamwork and leadership.
E- learning; structured teaching/learning experience that uses a wide spectrum of technologies, primarily Internet or computer-based.
Team building activities; team building is pursued through a variety of practices, such as group self-assessment and group dynamic games, and generally sits within the theory and practice of organizational development.
Cross Training
Cross training is designed to train team members in departments other than those in which they work. It is intended to expand their perspective by giving them a better understanding of other departments and may also prepare them for a lateral transfer or promotion. Cross training does not however imply a commitment by the company to change the employment status of a team member receiving Cross training. Training may be done on a full-time or part-time basis, at the team member’s company or at another International company. Individual needs will determine the approach. Trainees who have demonstrated the relevant level of competence in their cross training will be monitored through a succession plan for future vacancies & opportunities.