TRAINING AND

DEVELOPMENT
TRAINING AND DEVELOPMENT:
DEFINITION AND SCOPE

a Training & Development (T&D)

a Training
a Development
a Learning Organizations
TRAINING AND DEVELOPMENT TRENDS

a Skill Requirements Will Continue to Increase

a Workforce Will Become Significantly Better
Educated & More Diverse
a Corporate Restructuring Reshapes Businesses
a Training Departments Will Shrink
a Technology Will Revolutionize Certain
Training Delivery Methods
TRAINING AND DEVELOPMENT TRENDS
(CONTINUED)

a Departments Will Change

a More Flexible Courses Aimed Specifically at
Performance Improvement
a Integrated High-performance Work Systems
Will Proliferate
a More Firms Will Strive to Become Learning
Organizations The Role of Training
a Emphasis on Human Performance
Management Will Accelerate
THE TRAINING & DEVELOPMENT
PROCESS

6
  
   

 




  
 

 
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ORGANIZATION CHANGE AND TRAINING
AND DEVELOPMENT

a Change Involves Moving From One Condition

to Another
a It Affects Individuals, Groups, & Entire
Organizations
a All Organizations Experience Some Change
a Change Rate is Accelerating
a Those Involved with T&D Must Understand
the Difficulties Associated with Change & the
Ways to Reduce Resistance to Change
DETERMINING TRAINING AND
DEVELOPMENT NEEDS

a Organization Analysis
a Task Analysis
a Person Analysis
ESTABLISHING TRAINING AND
DEVELOPMENT OBJECTIVES

a Desired End Results

a In T&D, Clear & Concise Objectives Must be
Formulated
TRAINING AND DEVELOPMENT METHODS

a Coaching
a Mentoring
a Business Games
a Case Study
a Videotapes
a In-basket Training
a Internships
T& D METHODS (CONTINUED)

a Role Playing
a Job Rotation
a Programmed Instruction
a Computer-based Training
a Cyberlearning
a Classroom Learning
a Corporate Universities
T& D METHODS (CONTINUED)

a Training in Community Colleges

a On-the-job Training
a Apprenticeship Training
a Simulators
a Vestibule Training
MANAGEMENT DEVELOPMENT

a Consists of All Learning Experiences Resulting

in an Upgrading of Skills & Knowledge
Required in Current & Future Managerial
Positions
a Requires Personal Commitment of the
Individual Manager
a Taking Responsibility for One's Own
Development May be Most Important
SUPERVISORY MANAGEMENT TRAINING
PROGRAMS

a Many Firms Conduct Supervisory Training

Programs
a Often They are Provided After the Individual
has Served as Supervisor
a Until Training has been Received, Supervisors
Practice on Their Subordinates
TRAINING METHODS FOR ENTRY-LEVEL
PROFESSIONAL EMPLOYEES

a Firms have a Special Interest in College-trained

Employees Hired for Entry-level Professional
Positions, Including Management Trainees
a Most Programs Also Emphasize Training
Provided on the Job
a ³Hands On" Experience, Alone Or In
Combination With Other Methods,
a Appears to be an Essential Component of
These Programs
TRAINING METHODS FOR OPERATIVE
EMPLOYEES

a T&D for Operative Employees Must Also be

Given High Priority by Firms
a Contributions of Operative Employees are
Essential & Collectively Vital to the Production
of Goods & Services
CURRENT POPULAR AREAS OFTEN
DOMINATE TRAINING INCLUDING:

Diversity Training

Conflict Resolution

Values Training

Teamwork & Empowerment

Customer Service
IMPLEMENTING HUMAN RESOURCE
DEVELOPMENT PROGRAMS

a Often Difficult
a Many Managers are Action Oriented &
Frequently Feel Too Busy for T&D
a Qualified Trainers must be Available
a Requires a Higher Degree of Creativity than
Perhaps Any Other HR Specialty
EVALUATING HUMAN RESOURCE
DEVELOPMENT

a Accomplishment of T&D Objectives

a Return on Investment (ROI)
a BenchmarkingParticipants' Opinions
a Extent of Learning
a Behavioral Change
JOB TRAINING PARTNERSHIP ACT

a Provides Training Through Local-level

Partnerships Between Business & Government
a Results in the Largest Single Training Effort
Sponsored by the Federal Government
ORIENTATION

a Initial T&D Effort Designed for Employees

a Guided Adjustment of New Employees
PURPOSES OF ORIENTATION

a Employment Situation
a Company Policies & Rules
a Compensation & Benefits
a Corporate Culture
a Team Membership
a Employee Development
a Dealing With Change
a Socialization
ORGANIZATION DEVELOPMENT

a Survey Feedback
a Quality Circles
a Sensitivity Training
a Team Building & Self-directed Teams
Changing World of Training
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Trainer Provider

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GENERAL TRAINER ROLES

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WORKSHEET( designing a lecture)
a Interest-Building Strategy(ies);
-introductory exercises
lead-off story or interesting visual
initial case problem
test questions
preview of content
a Understanding & Retention -maximizing Techniques:
opening summary
examples
analogies
a Participant Involvement
listener roles
spot challenges
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