Training and Development (The Work Force)

Training

1. Any planned effort designed to facilitate the acquisition of relevant skills, knowledge, and/or attitudes (values) by organizational members.
2. The process of providing employees with specific skills or helping those correct deficiencies in their performance.

Types of Training

1. Skills Training
2. Retraining
3. Cross-functional training
4. Team training
5. Creativity training
6. Literacy training
7. Diversity training
8. Crisis training
9. Customer service training

Development

An effort to provide employees with the abilities the organization will need in the future.

Overall purpose of employee and management development

(a)Ensure the firm meets current and future performance objectives by….

(b) Continues improvement of the performance of individuals and teams; and by….

(c) Maximizing people’s potential for growth (and promotion)

Development activities

•Training, both on and off the job

•Career planning

•Job rotation

•Appraisal (next lecture)

•Other learning opportunities

Training and development strategy

Step 1. Identify the skills and competences are needed by the business plan

Step 2. Draw up the development strategy to show how training and development activities will assists in meeting the targets of the corporate plan.

Step. 3 Implement the training and development strategy

HRD and the organization

Benefits for the organization of training and development programmes

• Minimize the learning Cost

• Lower costs and increased productivity thereby improving performance

• Fewer accidents, and better health safety

• Less need for detailed  supervision

• Flexibility (multi-skilling)

• Recruitment and succession planning

• Changes management

• Corporate culture

• Motivation

Limitation of Training

Training improve performance problems arising factors other than training needs

• Bad management

• Poor job design

• Poor equipment, factory layout and work organization

• Other characteristics of the employee (e.g. intelligence)

• Motivation- training gives a person the ability but not necessarily the willingness to improve

• Poor recruitment

Training and the individual

• Enhances portfolio of skills

• Psychological benefits

• Social benefit

• The job

Characteristics of the learning organization 

• Learning approach to strategy

• Participative policy making

• Information (for new insight)

• Formative accounting

• Internal exchange

• Reward flexibility

• Boundary  workers as environmental scanners

• Inter-company learning

• Learning climate

Training and Development Needs

The Training process in outline

Step 1. Organization’s training needs

Step 2. Define the learning required

Step 3. Define training objectives

Step 4. Plan training programs.

Step 5. Implement the training

Step 6. Evaluate

Step. 7 Go back to step if you more training is needed