Training is a systematic development of the knowledge, skills and attitudes required by employees to perform adequately on a given task or job. Training and development is a work activity that can make a very significant contribution to the overall effectiveness and profitability of an organization.
The need for improved productivity has become universally accepted and that it depends on efficient and effective training. Staff training and development are based on the premise that staff skills need to be improved for organizations to grow and do better. New entrants into organizations have various skills, though not all are relevant to organizational needs hence ; Training and development are required for staff to enable them work towards taking the organization to its expected destination.
For the first time, an evidence-based approach has been used to help define learning qualities desired in a practicing nephrologist. Along with training and assessment in clinical practice, this course supports nephrology training programs incorporating training in basic interventions, research skill acquisition, administration, and teaching. Training toward high standards in advanced communication and the maintenance of a holistic approach to patient care are necessary. It is evident that nephrologists must take a lead role in addressing training issues in dialysis and nephrology; otherwise, we risk losing control of how nephrology care is provided and what research areas are prioritized. As part of this process, today's nephrology training programs must adapt, being responsive to the multiple current and evolving challenges and then providing leadership in shaping future training strategies. To do so, nephrology educators must continually assess their constituency, determining the needs and desires of trainees, practicing nephrologists, researchers, regulatory agencies, non-physician renal care providers, patients, and others.
The main objectives of training and development are to improve the qualities of the trainee
It is to increase personnel efficiency, professional growth, smooth and more effective organization’s operations.
The objectives of our course were: (1) to define the attributes of a “high quality” nephrologist from the perspectives of the trainer (nephrologist)), trainee, and (2) identify components and relative frequencies of nephrologists' work practice.
Given that we have identified key issues related to future nephrology training, we have now obtained important information about what training programs should teach, and are committed to continued assessment of the effectiveness and relevance of training, how do we best move forward to meet these challenges? In our opinion the solution is complex and involves a variety of approaches: