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Friday, February 17, 2012

TRAINPOST - a training programme designed by UPU for the employees of postal administrations.

 Based on a module training system that allows greater simplicity in course design and a higher performance learning mode, the Trainpost programme comprises a series of courses offered via internet and aimed at developing and enhancing the proficiency of the postal staff of UPU member countries. :
TRAINPOST aims to develop and reinforce local capacities in training and human  resources through a cooperative training network, based on the following principles :
All participating countries use the same powerful training development methodology, building confidence in cooperative network.
International cooperation enables human resources to be better mobilized, with adaptable training materials available to all members of the network.
The quality of course design is guaranteed, through training closely matched to the job. Through eliminating unnecessary learning , courses are shorter and more effective.
Full documented Standardised Training Packages (STPs) , making the training much less dependent upon individual instructors.
Training is geared to the special needs of the post , including a key role for distance learning.
A team approach, bringing together Subject matter Experts from the operational field, specially trained Course Developers, and Instructors with a modern trainee centred approach.
TRAINPOST thus contributes to the UPU objective of harmonizing the operating methods of postal services in order to achieve the same high level of quality world-wide
The First 5 Years
Phase 1 - Course Developers
The Postal Training Development Guide (PTDG) was published in 1996 . This handbook supports a 3 - week Course Developers Workshop, which is run regionally with two participants from each country, developing a self-reliant body of course developers in each participating country.
Phase 2 - Human Resource Managers and Training Managers
In 1997, the TRAINPOST Human Resource Development Guide was published. This was used in a distance-learning programme followed by a 2 week workshop, which brought together one Human Resources Manager and one Training Manager from each participating country , in a joint initiative to change the training culture of postal organizations and to facilitate the adoption of TRAINPOST standards.
Phase 3 - Instructors
1998 was devoted to the publication of the TRAINPOST instructors Guide. Again, a preliminary distance-learning programme is followed by a 2-week Trainers Workshop.
The trainers are given multiple skills in modern techniques of instruction ; fast track course design ; and the organization of training .The workshop includes several practices to develop the instructional skill of each participant.
Phase 4 - Quality control
During 1999 , a set of quality control tools were developed to give all the players in the training arena a way of monitoring the quality of their own work and that of colleagues, and to search continuously for improvement .The systematic TRAINPOST methods of quality assurance and quality control help countries to avoid any falloff in standards in the three training duties :- management of training institutions ; development of training programmes ; and the delivery of instruction.
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