Training and development: The Neely D. Gardner approach.

摘要

The study examined and described Gardner's theory of training and development and its application. The theory brings to the public sector new ideas which challenge the traditional training and development approaches. Gardner believed in the use of training and development as an important public management resource and strategy for improving and upgrading managerial capabilities and workers' productivity.;Gardner theorized that it was possible to create an organizational setting which produced continuous training and learning. The establishment of this setting required three ingredients: a climate allowing what was learned to be utilized; a small, effective and professional training staff to establish and maintain the appropriate training system; and a managerial philosophy accepting training as part of the management process.;The process of creating these ingredients required the acceptance within an organization of the notion that everyone in the organization is a trainer and that every transaction is a training event, the acceptance of the action training and research methodology for solving organizational problems, and the recognition that the real trainers in an organization are its managers. For integrating and teaching managers and training professionals in the application of these concepts, Gardner adopted the "Training of Trainers" strategy. This strategy involved first training key organizational personnel who then would impart their learned skills to the remainder of the organization.;There is evidence that Gardner's theory offers a successful strategy for organizational change. His theory provides an alternative to the traditional management approach which seems to be ineffective in the contemporary environment.