Training and Development
2009
Training and Development: Learning
Objectives
• By the end of this module, students will:
> Understand the training process from
needs assessment through evaluation.
> Demonstrate mastery by designing,
conducting and evaluating a training
project for an organization.
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2009
Unit 1: Introduction to Training and
Development
2009
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2009
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Unit 1 Learning Objectives
• By the end of Unit 1, students will:
> Have an overview of the training process
and the structure of the class.
> Recognize environmental factors that have
changed traditional training in organizations.
> Understand group process and group
member roles.
> Become a member of a team and be
assigned a team project.
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2009
What Is Training and Development?
• Training:
> An organization’s planned effort to
facilitate employees’ learning of jobrelated competencies.
• Development:
> Formal education, job experiences,
relationships and assessments of
personality and abilities that help
employees prepare for the future.
Noe, R. A. (2008). Employee Training & Development,
4th ed., New York: McGraw-Hill Irwin.5
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2009
Training and Development Process
1. Needs assessment and analysis.
2. Training program design.
3. Training program development.
4. Implementation and delivery of training.
5. Training evaluation.
United States General Accounting Office. (2004). Human Capital: A Guide
for Assessing Strategic Training and Development Efforts in the
Federal Government. GAO-04-546G.
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2009
Group Development
•
•
•
•
•
Forming.
Storming.
Norming.
Performing.
Adjourning.
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Groups or Teams?
What groups have you
participated in?
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Group or Team?
How did it go?
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2009
Group Roles
• Task-oriented roles:
> Initiator.
> Information seeker and information giver.
> Coordinator.
• Maintenance roles:
> Encourager.
> Harmonizer.
> Compromiser.
• Individualistic roles:
> Aggressor, blocker, dominator.
> Recognition seeker.
> Withdrawing.
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2009
Unit 1/Class 2
TRAINING:
“A method of enhancing human
performance.”
Silberman
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2009
What Gives Value to an Organization?
• Organization’s Value
> Financial Assets
> Physical Assets
> Intangible Assets – People!
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2009
Traditional Training
• Traditional training:
> Teach employees skills needed for current jobs.
> Low priority = low budget.
• U.S. business training dollars:
> 1995: $51 billion (Bureau of Labor Statistics).
> 2006: $109 billion (American Society for Training and
Development).
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2009
What’s Changed the Emphasis on Training?
•
•
•
•
Globalization.
Need for leadership.
Increased value of human capital.
Link to business strategy.
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2009
What’s Changed the Emphasis on Training?
•
•
•
•
•
Attracting and retaining talent.
Customer service and quality.
Demographics and workforce diversity.
New technology.
Economic change.
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2009
Setting Up Your Teams!
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Your Team Project
• What will you be doing?
> 1. Conduct a needs assessment and analysis.
> 2. Design a training program.
> 3. Develop a training program.
> 4. Recommend implementation and delivery of
training.
> 5. Evaluate the training.
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2009