In terms of the classroom the teachers have changed from being a lecturer to facilitator their tasks is to establish goals according to the syllabus and organise the learning process accordingly

In terms of the classroom the teachers have changed from being a lecturer to facilitator their tasks is to establish goals according to the syllabus and organise the learning process accordingly. Before teachers followed a set syllabus but in the 21st Century they now have various avenues in terms of syllabus they have a National curriculum and core curriculum. Therefore teachers are now able to make a choice as to the learning material that will suit the outcomes of their chosen syllabus, is for the teacher is to make up another syllabus that is in line with the department of education. Éva Ujlakyné Szucs states curriculum design is a task that teachers have to prepared for. Difference was also that the teachers in the 21st century possed technical knowledge.

Teachers knowledge base the above mentioned changes have a background. They show that teachers should not only master their craft but they should also be the artist of it. The question then arises what is the difference between master and artist? This question cannot be answered. The teacher should be equipped with circular knowledge and contextual knowledge, last process knowledge used in observation.

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Teacher needs and expectations the need that predominately stand out for teachers is the need for technology and the needs for science labs in rural area schools to be addressed. The treasury finance minister should allocate more funds to the poverty stricken area for education. The late arrival of learning material at the start of the year and other learning material not being used.

Teacher education for the future teacher education needs to change in the near future. Experts argued that it will be to late further more teachers needed competencies urgently. A generation of teachers what will develop learners instead of teaching, helping their pupils to be independent providing them with positive psychology and eustress. Instilling in the learners the concept of life-long learning. Accoring to Éva Ujlakyné Szucs (2009)
It is the responsibility of government and higher education institutions to provide pre and in-service education.

Better teaching skills also has implications for teaching. Our aim is to teach all these skills to the students. The plan is for teachers to succeed where previous generations have failed. Teachers that advocate for 21st century skills are in favour of student centered methods project based and problem based learning allows for students to collaborate these methods demand that the teacher be knowledgeable on the topic being presented and also monitors student participation.

Formulate test although assessments are mandatory the teacher should set the test according to the curriculum and the mark allocation should be in line with what is required of the questions in the test then the student is subsequently assessed on the total marks of the test. Before the test is written the test is usually moderated be another teacher who is part of the subject.

A better harder way Willingham states (2015) teaching students how to think will or work together better is not a worth an attainable goal. Curriculum and teacher reform have been viewed to be the weak link in education.

From the above mentioned the researchers found that teachers need to be equipped with the relevant skills and prepare the student for their future careers and contribute to the curriculum in a meaning full way.
Training is viewed as an organized activity that aims to impart information or instructions aimed at improving the recipient’s performance development then comes in where the trainer assists the trainee in reaching the required level of knowledge or skills. Training and development is the attempt made be the employer to improve the current and future employee performance the ability of the employee is enhanced through learning therefore a shift in attitude takes place increasing his or her skills. Training and development is also viewed as the official and ongoing educational activities in the organization. There are various ways to train and develop. Researchers will now discuss the trends in training and development.

Crucial reasons why employers need to invest in employee training are the following: Support and succession planning the employer needs to provide ongoing training and development supporting succession planning by increasing the availability of capable employees to assume senior roles as they become available. Casey states an increased talent pool reduces the risk of employees being viewed as being irreplaceable. The areas that assist with succession planning include leadership, strategic decision – making.

Increase employee value effective training is used to upskill your employees. Upskilling involves broadening the employees’ knowledge of an existing skill, providing more experts in the subject matter. Multi-skilling is the process of training employees in new work areas in order to increase usability within the organization. Employees with diverse skills perform a variety of tasks therefore transitioning much quicker into the roles of the organization.

Reduce attrition rates investigating the development of your employees reduces attrition rates. Training that is well planned can provide career pathways for employees making retentions with the organization rather than seeking opportunities elsewhere. Another positive aspect is that reduction decreases recruitment costs.
Enhance operational efficiency training your employee’s increases efficiency and productivity in completing their daily tasks. Training also assists in creating consistency and order. Making goals and targets of the organization more attainable

Exceed industry standards training your employees in industry standard best practices could assist in building your reputation, giving your competitors a run for their money. Businesses operate in saturated markets. Therefore small things will set your organization apart from the rest.
Be in touch with all the latest technology developments. Technology is always being developed so it is therefore not sufficient to run a one on one training session. Gill (2014) states regular training needs to take place ensuring that the staff are using the current technology effectively and to its full potential. In order to achieve this a staff IT training program must be implemented by integrating employees.

Provides the employees with internal promotion opportunities. Employing new staff involves high recruitment costs and hiring fees. However with ongoing training, existing staff can become eligible for internal promotions. Unlike new staff you are certain that they have knowledge of the business and the correct skills set and they can be trusted.

Employers provide incentives to learn if training is provided as part of longer development pathway, employees will have incentive to learn, participate to assess their new skill in use.
From the above information the researchers found there are various ways to define training and development and employees should be multi-skilled across the organization and employer should be enthusiastic about the employee’s future within the organization.

The previous page spoke to the reasons for establishing the culture of training and development in taking the discussion further with the explanation of the following trends
The continuing distribution of organizations, organisations are becoming more spatially distributed. Central offices with the organisation work has become less concentrated in individual. Dedicated workspaces as collaborative activities gain greater significance. Dispersion is driven by outsourcing of functions to service providers, work is relocated to lower cost location the imperative is shifted to lower organisations. Core functions such as IT, human resources and purchasing are outsourced. The remaining functions therefore remain globally and nationally driven by lower level costs. Resulting in organisations being represented by a complex web of employees, suppliers and customers. Organisations are now implementing the trend of making decision making lower and wider in the organisation. Companies therefore cannot just cut cost they have to extend into new markets.

The availability of enabling technologies and social collaboration tools. Using technological tools for communicating and storing in turn managing shared data for distributed work is not new. The new addition is that there are new capabilities to ubiquitous devices. Employers and employees gain access to work material provides interaction with fellow colleagues on a 24/7 basis, what is need is a smartphone or any wireless devise. These technological tools are being consolidated they are easy to use collaboration platforms. These technology assist the employees who are in different time zones to communicate in different time zones. Ouye (2011) states while these technologies are brilliant they limit personal interaction between employees. Takes place the company cooler and those are going to be taken away by social media interaction. Various technologies are going to improve the workplace standard and foster engagement in various department showing the relevance of productivity.
The coming shortage of skilled workers having recovered from the great recession it may be difficult to comprehend there may be a shortage of skilled workers in the near future. The problem there will be fewer younger people replacing the baby boomer generation who will retire over the next years. The advantage of the older workers is that they are likely to be loyal and pass on knowledge that is relevant to the organisation. The preferences are consistent because some of them are not skilled.

The demand for more work flexibility. Organisation may currently enjoy from surplus of qualified workers, in years to come they will have to compete again for the best workers. The organisation will focus on compensation will keep valued employees. Research done in the United Kingdom indicates employees want more autonomy and flexibility. Based on extensive interviews of leaders. The emphasis is on a workplace being forged in an image of their identities. The desire for work flexibility is based on the rigors working hours. Workers can’t maintain these 9-5 hours and still be available for family commitments.

Pressure for more sustainable organisation and workstyles. Consumers, employees and government they can discourage wasteful are environmentally unstainable work practices. Deloitte describes a perfect storm that will result in corporate attention. These are accompanied by shareholder awareness. Netflix is seen to be ultra-demanding and they are not of the notion of vacations but employees have unlimited vacation days. The company structures their own compensation structure with the employees input in order for the compensation system to be effective. Vodacom is using a virtual 3D world to challenge their employees to come up with killer concepts and the. Ethical consumerism is the purchasing of societal and regulatory body. Netflix will survive and triumph in the battle with competitors.

From the above information the researchers are of the opinion that the trends presented in the assignment is just a scratch on the service but they are discussed in detail. The researchers also gave example of companies that are implementing these trends and the instances where these trends improved organisation culture.

Researchers are discussing issues that are beneficial educational and training and development trends. The information in the previous section of the assignment was given to clarify. Currently the researchers aim the following section is to establish the link between the two what they bring to the table in terms of broadening the knowledge base of student or training.

Previously researchers spoke of training as being equipped with the skill of doing something practically having said this education being taught through theory. Training and development therefore comes in where the employee is now taught skill that will assist them with regards to the job they are currently doing by means of job rotation and multi –skilling.

The link between these two is development as the student is developed by the end of the course or after learning the skill. This link is crucial as it the cornerstone of the trainee or learners and what they take away from what the experience. The researchers stated in previous sections that the learning and training environment make a huge difference in how information is received and retained. Research also showed that the more mature student and employees are more inclined to learn and be trained as they are in need to acquire knowledge and skills. Although they tend to learn through real life scenarios

From the above information the researchers deduced that link between educational trends and training and development trends is the link of development. Students and trainees therefore optimally prepared to deal with situation they might deal with as long as learning and training objectives are set.

In summation the researchers discussed various issues they stated that education was inclined to have social order and the learners receives knowledge. Training on the other hand was said to be the action of learning in plain language putting verbs to senses. Trends were said to be the changes that take place within the execution of tasks. The educational trends spoke to digital delivery being used like YouTube and Moodle and the second trend was the interest driven one which was aimed at 3rd year students mostly. Researchers then spoke to the roles of teachers stating teachers needed to have a knowledge base of the subject they teaching and better tests need to be set. Training was defined and development and in the training section the researchers spoke of the trends and the reason why organisations need training and then lastly the researchers spoke to the link between training and educational trends.