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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Unit 1: Introduction to Training and
Development
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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What Is Training and Development?

• Training:
> An organization’s planned effort to facilitate
employees’ learning of job-related
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.
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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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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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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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Unit 1/Class 2

TRAINING:

“A method of enhancing human

performance.”

Silberman

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What Gives Value to an Organization?

• Organization’s Value
> Financial Assets
> Physical Assets
> Intangible Assets – People!

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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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What’s Changed the Emphasis on Training?

• Globalization.
• Need for leadership.
• Increased value of human capital.
• Link to business strategy.

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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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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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