Lifelong Learning – Qualitative Vs. Quantitative Training

Logistics or human resources management learning learning as career engine now a course in finance, marketing, legal, life”is at least since the 80s of the 20th century a motto, who persecuted us in a positive way but for several years now,”. Wants to consume training”to get professionally continue then thinks you think mostly just at the professional level, talk to the so-called hard facts”. Mr. X and Mrs. Y visit for example a course in the field of quality management, to leadership or accounting – primarily with the aim, the own career development. The engine of this intention is thus a purely functional: it acquires knowledge and signaled with the visit of a price offer or a more complex, longer-term training (course) my environment to be learning and goal-oriented. Of all importance and seriousness of this intention, even if you visit continually distributed training over the entire career, she meets but not the whole dimension of Life long learning or leaves but a little pale taste.

Why? The intention behind in career-oriented and image-boosting course visits is therefore a purely quantitative: visiting trainings with calculus and not of interest in even learning and personal development. Often, the conviction that the quantitative course visit enough to move forward behind this intention. Often, this Bill also goes on, but of course has no qualitative aspect. It is all the more important of course just in terms of training to have a course provider to the hand that pushed just the qualitative aspects of education. ouWZ, a recognized non-profit training provider from Vienna is in his approach and course concepts in the qualitative dimensions, which should have training. For more than 60 years is ouWZ, the Austrian productivity and training centre based in Vienna of one of these providers that support the joy of learning, learning together strongly in their pedagogical approach.

What is now high”in this context? In contrast to the purely quantitative approach, which primarily provides a course as a tool – you learn time given in a factual knowledge acquired, i.e. learning is earmarked in ouWZ goes on and tries to integrate together conceptual learning. Quality means in this sense so that not only the classical lessons (frontal or instructive workshops) parameter for the implementation, execution counts, but also the Exchange within the students, the course participants as a valuable, targeted learning tool will be seen. “” In this sense has ouWZ has forums of experts “, the so-called ouWZ networks’ established. In these forums, the to the among the topics staff, purchasing, distribution, sale, or even payroll, to name only a few, are pursuing the ouWZ one very positive aspect that corresponds to a classic win/win situation. Course participants have the opportunity to hand Forums to participate in, to interact with experts, to introduce their own inputs and especially valuable contacts. As course participants to profit this on several levels. On the one hand enormous know-how in the contents of the training and Weiterbildungsprogrammes flows from these expert groups, on the other hand find the optimal base your knowledge in discussion across industry to deepen here as a course participant. Participation in any course allows you to expand thus also your personal networks. Just today it’s a must”, constantly to update his knowledge and to provide also the qualitative aspects of a course and training planning in the foreground.