In the United Kingdom introduced the first model of the revived British brand Atalanta Motors – Sports Tourer. Orders are already being taken for a novelty, each car will be produced in accordance with the wishes of a particular client.

Representatives of the brand only specify that the new sports car concept combines the 30-ies of the last century with modern security systems. In addition, about 85 percent of the components have been developed specifically for this model. Aluminum body panels will be produced manually.
In the UK under the brand Atalanta before World War II produced sports cars, which at that time were considered one of the most technically advanced in the world. They are equipped with a fully independent spring suspension, adjustable dampers front and rear brakes with hydraulic booster, dyuralyuminiemymi construction details and semi-automatic transmissions.

In the range of engines Atalanta models were units with capacity of 1.5 liters, developing 78 horsepower to the 4.2-liter twelve-cylinder engine from the car brand Lincoln Zephyr, which were sold under the more affordable version of the usual “Lincoln”.
Make lasted only two years – from 1937 to 1939. In 2011, the revival of Atalanta Motors said the British businessman Martin Corfield, who organized for this purpose, a joint venture with the restorer Trevor Farrington.

Professional development – is, as a rule, the training of people, so the techniques and methods used in the system of basic training should be modernized, since the behavior of adults in the learning process depends on many different factors, for example:
the older the student, the more developed should be personalized for him and his educational concepts;
the role of the student during the period of basic training does not fit well with the role of an adult;
adults almost never encountered with active forms of learning (individual and group direction).
Vocational training is an integrated continuous process includes several stages (Figure 8.6).
Professional development has a number of essential features:
learning is a process of constant change in behavior that is characterized by active processing of the perceived information and experience;

learning occurs in the form of a focused process of perception is subjective and / or objective of the new academic content and comparison of new and previously studied;
Training is planned as an international development and informally as the functional development (“natural learning”);
training depends on the nature and psychological environment.
From the above we obtain the following basic parameters for the development of the concept of staff development. The teaching concept for adults includes:
work in small groups – to provide students with the opportunity to work in pairs or in groups;
problemnost – the starting point of the learning process should be staging a real-life problems related to the interests and needs of the students;

The process of professional training

consistent and systematic learning objectives – the doctrine, understood as a change in behavior, covers all aspects of the business competence. Change the behavior of the student is only possible when the change originated with him;
focus on past experience – an effective learning is possible only by relying on the trainees’ experience that requires flexibility training concept, which allows to take into account and reflect the experiences of students and give them the opportunity to go off-line learning;
focus on self-learning – students have the primary responsibility for the results of studies: a teacher assists them in the learning process;
feedback – students receive constant assessment of the degree of success of their actions;
Training transfer is central to the concept of learning, elements that enhance such transfer, be strengthened, preventing it – delete.
Special issue – it is an opportunity and efficiency of implementation in practice obtained in the process of learning knowledge. The notion that the learning process can be ready-made recipes for all occasions, a bit naive. This can be explained by the following reasons:
First, do not change the production processes in the workplace learners, do not introduce new technologies, do not change the organizational structure, so that workers are forced to act in the “old”;
second, the new knowledge acquired during training is often not “mate” with the processes and structures in which they “work.” That is why the training focused on practice involves thorough introduction to the processes and structures that are crucial for the behavior of people when communicating with clients and colleagues.
Despite the different approaches, it is important that the process of professional development goals of the organization were carried out to preserve and improve the skills of each employee, it is necessary for him to fulfill current or future job responsibilities related to the development of the individual personality (career). It is important to constantly develop the abilities of employees, given the changes in the labor process.
Ways to achieve the goals of professional development training. Targeted professional development of staff depends on the completeness, accuracy and relevance of existing or information that it receives. It is through the need for the development of enterprises, the development potential of employees and their need for development.
At the heart of professional development is professional competence, which is complemented by a methodical, social and personal competence (Figure 8.7).