Training and Development

Copyright 2002 South-Western. All rights reserved.9*Training and DevelopmentTraining and DevelopmentRepresents an ongoing investment in employees and realizes that employees are assets with value.Importance of Training and DevelopmentRapid technological changes cause skill obsolescence.Redesign of work brings about the need for new skills.Mergers and acquisitions have increased the need for integrating employees into different corporate cultures.Employees are moving between employers more often, necessitating the training of more new hires.Globalization of business requires new knowledge and skills.

Copyright 2002 South-Western. All rights reserved.

Copyright 2002 South-Western. All rights reserved.9*Benefits of Training and DevelopmentIndividual employeeIncreased employee marketabilityIncreased employee employability securityOrganizationImproved bottom line, efficiency, and profitabilityIncreased flexible in having employees who can assume different and varied responsibilitiesReduced layers of managementHelps make employees more accountable for results.


Copyright 2002 South-Western. All rights reserved.9*Setting Training ObjectivesAlign/match identified training needs with training objectives.Define objectives in specific, measurable terms:In terms of desired employee behaviors.In terms of the results that are expected to follow from such behaviors.An source of information for setting objectives can be the data on performance deficiencies that is contained in the organizations performance management system.


Copyright 2002 South-Western. All rights reserved.9*Design and DeliveryCritical Training Design IssuesInterference from and the difficulty of overcoming prior training, learning or established habits.Whether or not employees transfer (utilize) the newly learned skills back to the job.Having an organizational environment that is supportive of training and development.The choice of a training environment (e.g., on-the-job training) that closely approximates or simulates actual job or working conditions to facilitate the transfer of learning.


Copyright 2002 South-Western. All rights reserved.9*EvaluationIs an integral part of the overall training program.Provides feedback on the effectiveness of the training program.Evaluation criteria should be established in tandem with and parallel to training objectives.


Copyright 2002 South-Western. All rights reserved.9*Reading 9.1: Strategies that Impact the Transfer of LearningEffective Scheduling of Training SessionMorning hours, fewer hours per session, more frequency.Training at the Appropriate TimeDeliver training as close to the actual time when learning will used/needed on the job.Pre-training PreparationEmployees need to be made aware of the benefit and importance of training.Training DeliveryTraining and transfer are enhanced by using a variety of training techniques.


Copyright 2002 South-Western. All rights reserved.9*Reading 9.2: Key Factors InfluencingTraining Program SuccessPlanningEstablish a structured linkage between the organizations strategic mission and the goals of training and development initiatives.DoingSelect a specific training program content and choose a appropriate training method to deliver the content.CheckingEvaluate training results by measuring participant reactions and responses to behavioral exercises during the training.ActingDetermine how sustain and enhance the role of training and development in the organization.


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Training and Development