Overview of Training in

Organizations

Chapter #1
Learning Outcomes
 By the conclusion of this chapter, you will be
able to:
 Define key words used in training.
 Understand the organization and functions of the
Human Resource Development (HRD) Department.
 Outline the training process and understand the
functions of each process step.
 Communicate the different roles trainers play in
organizations.
Terminology
 Learning – a relatively permanent change in the
way you think that results from a life experience.
 Knowledge – information that is acquired,
organized and placed into memory for future use
in understanding our experiences.
 Skill – capacities needed to perform a set of
tasks that are developed as a result of training
and experience.
 Attitudes – reflection of your beliefs and
opinions that support or inhibit behavior
 Learning Outcomes
Skill Based Learning
•Compilation
•Automaticity

Learning

Cognitive Knowledge
• Declarative Attitudinal Learning
• Procedural •Affect/Feelings
• Strategic
Terminology
 Training – process of attempting to
develop KSAs
 Development – the outcome of training,
learning the KSAs
 Education – development of more general
KSAs
Human Resource Development
(HRD) Department
 Role:improve organizational effectiveness
 Focus:job-related KSAs with careful
consideration of employees needs
 Documentation of ROI
 Must involve management in HRD process:
 Identifyingneeds
 Allocating budget dollars
 Evaluating effectiveness
 Structure of Training
Organizations
CEO

VP
Human Resources

Employee
HR Planning Employment Compensation HRD
Relations
Training as an Open Process

Open System

Input Process Output

External Environment
 Training as an Open Process
Training Open Sub-System

Input Process Output

Organizational Analysis Knowledge

Needs Design Skills
Employee Needs Development Attitudes
Budget Implementation Motivation
Equipment Evaluation Job Performance
Staff

Mission Strategy Structure Policies Procedures

Finances Resources People Products Technology
Training Process Model
Needs Analysis Phase
Input Process Output

Design Phase
Input Process Output
Process
Evaluation
Development Phase
Input Process Output

Implementation Phase
Input Process Output

Outcome Evaluation
Evaluation Phase
Input Process Output
Trainer’s Roles
 Evaluator  Manager
 Analyst  Budget
 People
 Instructor
 Planning
 Career Development
Facilitator  Marketer
 Program  Communicator
Designer/Developer
 Facility Manager
Conclusion
 Training is a process that must be
strategically aligned with the other HR
functions as well as the overall strategic
plan of an organization.
 Following the training process correctly will
provide a training program that can have a
ROI and add value to the organization.