Overall view of training process through the analysis of various theoretical approaches and, in particular, action-research method will be considered. Psychological facets of organizational development as well as the crucial role of training for activating innovative and change processes. Methodological aspects with regard to the analysis of professional competencies as well as the training planning. Finally, core training methods and strategies as well as methods for managing raining setting.
Battistelli A. (a cura di) (2001). Apprendere partecipando. Guerini Associati, Milano.
- Odoardi C. (a cura di) (2009). Formazione e sviluppo nelle organizzazioni. Innovare e integrare il sistema della formazione continua. OS-Giunti, Firenze.
- Quaglino G.P. (2006). Scritti di formazione 3: 1991-2002. Franco Angeli, Milano.
Who wants, can replace the text Participating Learning (Battistelli), with the text of the case method, Farinella, Majer (2009). Giunti OS.
a tes chosen from the following):
- Kaneklin C., Scaratti G. (a cura di) (1998). Formazione e narrazione. Cortina, Milano.
- Knowles M., (1997). Quando l’adulto impara. Franco Angeli, Milano.
- Mezirow J. (2003). Apprendimento e trasformazione. Cortina, Milano.
- Quaglino G.P. (a cura di) (2004). Autoformazione. Cortina, Milano.
Learning Objectives
Knowledge of research methods and stages of training process: demand analysis, training planning, implementation and management of training setting, evaluation of intervention effectiveness.
• Knowledge of training methods and modes of choice with respect to learning and professional skills to be developed.
• Knowledge of main methods and instruments for the analysis of professional competencies and of training planning for valuing and developing human resources.
Prerequisites
none
Teaching Methods
Workshop
Further information
none
Type of Assessment
Oral exam
Course program
Overall view of training process through the analysis of various theoretical approaches and, in particular, action-research method will be considered. Psychological facets of organizational development as well as the crucial role of training for activating innovative and change processes. Methodological aspects with regard to the analysis of professional competencies as well as the training planning. Finally, core training methods and strategies as well as methods for managing raining setting.