2.

EMPLOYEE TRAINING & DEVELOPMENT

Author : Raymond A Noe
Published in 2007 ISBN-13 : 9780073404905

Author, Raymond A Noe is a Professor of Human Resources & Management

at the Fisher College of Business, Ohia State University and has published
many best sellers on the subject of HR and Training. The book under review
was published in 2007 and soon became a best seller and a ‘must-read’ for
learning professionals worldwide. Large part of the reason for its popularity
is due to the fact that this 480-page volume on employee training is one of
the most comprehensive work on the subject till date.

In the first a few chapters, the author makes a very powerful case for viewing
and treating training as a key ingredient for company’s success by highlighting
on various forces impacting the workplace. He elaborates on the forces such as Globalization,
Talent wars, Technology, High Performance Work Systems and Leadership as leading to increased
value placed on knowledge, and therefore, training & development in organizations. The author
also provides useful benchmark data around training quoting US employers as spending USD 50
billion annually for training, which constitutes 1 to 2% of their payroll costs. According to him,
corporations known as ‘Training Investment Leaders’ actually spend twice as much.

Turning the focus on to strategic training, Noe explains the implications of business strategy on
training by drawing out training implications arising out of key strategic aspects such as concentration,
internal growth, external growth and also disinvestment. He also elaborates on different models of
organizing the training function and includes models such as Faculty Model, Customer Model,
Matrix Model, Corporate University Model and finally, the Virtual Model.

His observations on the three principles on which the Virtual Model operates are interesting.
They are:
• Employees have primary responsibility for learning
• Most effective learning takes place on the job, and not in the classroom
• For training to translate into improved job performance, the manager-employee relationship
(not the trainee-trainer) is critical.

Dr Noe proceeds in the later chapters (chapters 4 through 7) to detail out

• How training needs assessment can be done using Persona, Task and Organizational
Analysis;
• How various theories of learning can be profitably applied including, such theories as Goals
theory, Reinforcement Theory, Adult Learning Theory, Information Processing and Social
Learning Theories, etc.;
• A model for effective transfer of learning;
• Evaluation of training including Formative and Summative Evaluation;
• An interesting discussion on traditional training methods and e-learning methodologies.

From Chapter 8 onwards, Dr Noe turns the focus on development. He provides comprehensive
insight into a variety of approaches for development including interpersonal relationships, formal

January | 2009 NHRD Network Journal 87

education, assessment and job experiences. He powerfully uses the example of General Electric
to drive home his analysis. His book concludes with a very insightful chapter on future issues in
training and development where he extensively covers such trends as (a) increased focus of training
on business issues; (b) use of new technologies; (c) training departments shaping into virtual
training organization; (d) increased use of outsourcing and partnerships and (e) viewing training &
development from a change model perspective.

Overall, an excellent book that provides a very comprehensive insight with apt examples.

Dr Now draws upon his consulting and teaching experience to enhance the examples and best
practices. What appealed to me most in reading this masterpiece was the message that training
professionals have to come to terms with the change model encompassing (a) resistance to change;
(b) control; (c) power; and (d) task redefinition. Ease of reading, concepts accompanied by examples,
manager misconceptions to training and development and the like make this edition a special one
and different from the routine works of this subject.

Reviewed by
C Mahalingam, EVP & Chief People Officer with Symphony Services Corporation.

88 January | 2009 NHRD Network Journal