Because learning changes everything.

Chapter 1
Introduction to
Training and
Development

© 2023 McGraw Hill, LLC. All rights reserved. Authorized only for instructor use in the classroom.
No reproduction or further distribution permitted without the prior written consent of McGraw Hill, LLC.
 Objectives

1. Discuss the forces influencing the workplace and learning and

explain how training can help companies deal with these forces
2. Draw a figure or diagram and explain how training, development,
informal learning, and knowledge management contribute to business
success
3. Discuss various aspects of the training design process
4. Describe the amount and types of training occurring in U.S.
companies
5. Discuss the key roles for training professionals
6. Identify appropriate resources, such as journals and websites, for
learning about training research and practice

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 Training Is Important In Many Respects

o There are many challenges and opportunities in the workplace today

o Training equips individuals with necessary knowledge, skills, and
abilities
o Training attracts employees to companies, engages them, and
promotes retention
o Training helps to create and sustain a competitive advantage

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 Key Components of Learning

Key Components of Learning Long Description

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 Learning Enhances Human Capital

Learning
o The process of acquiring knowledge, skills, competencies, attitudes, or
behaviors

Human Capital
o The knowledge, advanced skills, understanding, creativity, and
motivation to deliver high-quality products and services

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 How Do Training and Development Differ?

Training
o Facilitates learning job-related competencies, knowledge, skills or
behavior

Development
o Future focused—includes formal education, job experiences,
relationships, and assessments

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 Informal Learning Is Important

o While formal training is important, much of what is learned occurs

through informal learning

o There are several characteristics of informal learning

o Learner initiated
o Occurs without a trainer or instructor
o Motivated by an intent to develop
o Does not occur in a formal learning setting
o Breadth, depth, and timing are controlled by the employee

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 Explicit & Tacit Knowledge

Explicit Knowledge
o Well documented, easily articulated, and easily transferred from
person-to-person
o Primary focus of formal training

Tacit Knowledge
o Personal knowledge based on experience that is difficult to codify
o Facilitated by informal learning

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 Knowledge Management

o Knowledge management includes tools, processes, systems,

structures, and cultures to improve the creation, sharing, and use of
knowledge
o Knowledge management is important because it contributes to
informal learning

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 The Training Design Process

Ensure
Conduct a Create a Ensure Develop an Design and Monitor and
employee
needs readiness learning transfer of evaluation conduct evaluate
assessment environment training plan training
for training

The Training Design Process Long Description

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 A Number of Factors Impact Learning

o Economic cycles o Generational differences

o Globalization o Talent management
o Value of intangible assets and o Customer service and quality
human capital emphasis
o Focus on links to business o New technology
strategy o High-performance models of
o Changing demographics and work systems
diversity

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 Economic Cycles

o Irrespective of the current economic cycle, training contributes to an

organization’s performance
o In the current economy, it can be difficult to find employees with the
skills they need and to replace retiring employees
o High-performing employees may be looking to change jobs for better
opportunities

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 Globalization

o Global companies are struggling to find and retain talented

employees, especially in emerging markets
o Many employees in the U.S. are immigrants, filling high-skilled and
low-skilled positions
o U.S. companies need to consider the benefits and costs of offshoring

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 Increased Value Placed On Intangible Assets & Human Capital

What is meant by … ?
o human capital
o intellectual capital
o social capital
o customer capital

How do training and development directly or indirectly influence each of

these types of capital?

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 Focus on Links to Business Strategy

o Training should be carefully aligned with business strategy to help an

organization achieve its strategic goals
o Training is no longer an isolated function, but rather an integral part of
business success
o Different companies have different strategic training needs—one size
does not fit all

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 Changing Demographics & Diversity of the Workforce

o The workplace is becoming older and more culturally diverse

o The median age of the labor force will be 42.3 years in 2026, the
oldest ever recorded
o Between 2016 and 2026, the U.S. labor force will be more ethnically
diverse due to immigration, increased participation of minorities in the
workforce, and higher minority fertility rates
o Training is important to help promote diversity and accommodate
needs of different groups

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 Generations at Work

There are four generations in today’s workplace

o Generation Z—Digital Natives
o The Millennials
o Generation X
o Baby Boomers
o Traditionalists

*Research does not support the existence of generational differences

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 Diversity, Equity, & Inclusion

o Diversity can be considered any dimension that differentiates one

person from another
o Equity refers to fair treatment, access, equality of opportunity, and
advancement for all employees, while at the same time striving to
identify and eliminate barriers that have prevented the full participation
of some groups
o Inclusion refers to creating an environment in which employees share
a sense of belonging, mutual respect, and a commitment to others so
they can perform their best work

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 Talent Management

o Systematic, planned, and strategic effort by a company to attract,

retain, develop, and motivate highly skilled talent

o Key components
o acquiring and assessing employees
o learning and development
o performance management and compensation

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 Top Talent Management Challenges

o Changes in demand for occupations and jobs

o Skills requirements
o Developing leadership

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 Service & Quality Emphasis

Total Quality Management (TQM)

o Company-wide effort to continuously improve the ways people,
machines, and systems accomplish work

Quality Standards
o Malcolm Baldrige National Quality Award
o ISO 9000:2000

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 ISO 10015 Training Standards

o Companies have to determine the return on investment of training to

company performance
o Companies are required to use appropriate design and effective
learning processes
o ISO 10015 defines training design as analyzing, planning, doing, and
evaluating

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 Baldridge Award Criteria

Measurement,
analysis, and Strategic
Leadership planning
knowledge
management

Operational
Workforce focus focus Results

Customer focus

Baldridge Award Criteria Long Description

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 Six Sigma

o A process of measuring, analyzing, improving, and then controlling

processes once they have been brought within narrow six sigma
quality tolerances or standards

o Involves highly trained employees known as Champions, Master Black

Belts, Black Belts, and Green Belts, who lead and teach teams

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 How Social Media Can Help Training

o Knowledge sharing, capturing, and storing

o Collect employee opinions
o Create online expert communities
o Encourage participation in online discussions
o Share best practices and links to articles and webinars
o Interact with mentors and coaching peers

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 New Technology

o The most important implication of technology for training is that it has

facilitated the development of digital learning

o Digital learning refers to learning that can occur daily in the work
setting using devices such as smartphones, tablets, and computers
o Digital learning solutions can include the use of artificial intelligence
and wearables

o Digital learning can help with reskilling and upskilling

o Technology can enhance flexibility in where and when work is
performed
o Technology helps with non-traditional employment

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 High Performance Work Systems

Work teams
o Employees interact to assemble a product or provide a service

Cross training
o Training employees in a range of skills to fill different roles

Virtual teams
o Teams separated by time, geographic, and organizational boundaries

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 Snapshot of Training Practices

o After rising from 83 billion in 2019, total training expenditures slightly

declined to $82.5 billion in 2020
o Average training expenditures per employee have gradually risen
o The average number of learning hours per employee in 2020
increased over the previous three years
o There is an increased demand for specialized learning that includes
manager, professional, and industry-specific content
o The use of technology-based learning delivery has increased from 43
percent in 2017 to 56 percent in 2020
o Self-paced online learning is the most frequently used type of
technology-based learning
o Traditional, instructor-led classroom training continues to be the most
popular method. However, its use continues to decline

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 Characteristics of Best Award Winners

o Training supports business strategy

o Visible support from top management
o Efficiency in training
o All employees with access to training on an as-needed basis
o Variety of learning opportunities
o Measurement of training effectiveness
o Use of non-training solutions

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 Training Roles
Learning Strategist
o Determines how learning can be used to align with business strategy

Business Partner
o Uses business knowledge and industry expertise to create training
that improves performance

Project Manager
o Plans and monitors delivery of learning and performance solutions to
support the business

Professional Specialist
o Designs, delivers, and evaluates learning and performance systems

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 Training Professional Associations

o Association for Talent Development (ATD)

o Academy of Human Resource Development (AHRD)
o Society for Human Resource Management (SHRM)
o Society for Industrial and Organizational Psychology (SIOP)
o Academy of Management (AOM)
o International Society for Performance Improvement (ISPI)

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 Discussion
Question
o Describe the forces affecting the
work place and learning. How can
training help companies deal with
these forces?

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 Discussion
Question
o Discuss the relationship between
formal training and development,
informal learning, and knowledge
management. How are they
related to learning and creating a
learning organization?

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 Discussion
Question
o What steps are included in the
training design model? What step
do you think is the most
important? Why?

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 Discussion
Question

o What are intangible assets? How

do they relate to training and
development?

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 Discussion
Question

o How are companies using training

and development to benefit them
in today’s economy?

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 Discussion
Question
o What is agile learning design?
What advantages does it have
over traditional instructional
design?

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 Discussion
Question
o Explain digital learning. How can it
benefit companies? Employees?
What are some of its potential
limitations?

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 Discussion
Question
o Which of the training
professionals’ roles do you
believe is the most difficult to
learn? Which is easiest?

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 Discussion
Question

o What is the relationship between

diversity, inclusion, and equity?

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 Discussion
Question
o Describe the training courses that
you have taken. How have they
helped you? Provide
recommendations for improving
the courses.

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 Discussion
Question
o How does training differ between
companies that are considered
BEST Award winners and those
that are not?

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 Discussion
Question

o How has the pandemic influenced

current and future training
practices?

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 Discussion
Question
o Explain how training relates to
attracting new employees,
employee retention, and
motivation.

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 Discussion
Question o What is the relationship between
talent management and employee
engagement? What role can
training and development
practices play in keeping
employee engagement high?
Explain.

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Because learning changes everything. ®

www.mheducation.com

© <add the year> McGraw Hill, LLC. All rights reserved. Authorized only for instructor use in the classroom.
No reproduction or further distribution permitted without the prior written consent of McGraw Hill, LLC.