Training
- Any planned effort designed to facilitate the acquisition of relevant skills, knowledge, and/or attitudes (values) by organizational members.
- The process of providing employees with specific skills or helping those correct deficiencies in their performance.
Types of Training
- Skills Training
- Retraining
- Cross-functional training
- Team training
- Creativity training
- Literacy training
- Diversity training
- Crisis training
- 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
