TRAINING AND DEVELOPMENT Flashcards
Refers to employees acquiring knowledge, skills, competencies, attitudes, or behaviors. But the focus of training and development is not just on employees learning for its own sake. Learning needs to demonstrate how it contributes to the company’s competitive advantage through improving employee performance, supporting the business strategy (such as growing the business), and contributing positively to business outcomes such as quality, productivity, development of new products, and retaining key employees.
Learning
Refers to a planned effort by a company to facilitate learning of job-related competencies, knowledge, skills, and behaviors by employees. The goal of training is for employees to master the knowledge, skills, and behaviors emphasized in training and apply them to their day-to-day activities. Traditionally, companies have relied on formal training through a course, program, or “event” to teach employees the knowledge, skills, and behaviors they need to successfully perform their job.
Training
Refers to training as well as formal education, job experiences, relationship, and assessments of personality, skills, and abilities that help employees prepare for future jobs or positions. We will discuss development in more detail in Chapter Nine, “Employee Development and Careers.”
Development
refers to training and development programs, courses, and events that are developed and organized by the company. Typically, employees are required to attend or complete these programs, which can include face-to-face training programs (such as instructor-led courses) as well as online programs.
Formal Training and Development
Refers to learning that is learner initiated, involves action and doing is motivated by an intent to develop, and does not occur in a formal learning setting. Informal learning occurs without a trainer or instructor, and its breadth, depth, and timing is controlled by the employee.
Informal learning
Training Design Process
- Conducting Needs Assessment
- Ensuring Employees’ readiness for training
- Creating Learning Environment
- Ensuring Transfer of Training
- Developing an Evacuation Plan
- Selecting Training Method
- Monitoring and Evaluating the program
is the process of creating a blueprint for the development of instruction. Whether the training is to be conducted in a classroom, delivered using an electronic format or using some combination of methods, the design process sets the stage for the development of a program that produce
Training Design or Instructional Design
One key factor in designing training is viewpoint. The designer must consider the training from the viewpoint of the learner.
Viewpoint
In designing a training program, the designer considers a variety of factors that will impact the training, including the current knowledge level of the audience, availability of various technologies, time frames, available resources and how the training may complement or conflict with existing programs.
Considerations
The benefit of good design is effective training that engages learners with various methods, flows logically for better learning, uses resources wisely and meets learning objectives
Benefits
ADDIE, a common model used by training professionals, includes the design step. Steps in the model are analysis, design, development, implementation and evaluation.
Model
What are the 7 methods of training
- Case studies
- Coaching
- eLearning
- Instructor -Led Training
- Interactive Training
- On-the-Job training
- Video-Based Training
This type of training is great for developing critical thinking. The scenarios can be real or imaginary, but in the context of employee training, they all illustrate situations at work.
Case Studies
When your experienced staff dedicates time and effort to coaching new employees, those new employees will feel valued and supported. Put some emphasis on the time and effort required by mentors, and remember that it pays off.
Coaching
It’s computer-based training that’s delivered from a distance, online.
eLearning
