Lesson 5: Training and Development
1. Training and Development and Related Practices
training and development
-the heart of a continuous effort designed to improve employee competency and
organizational performance
-common elements are training, career development, organizational development,
and organizational learning
-two dimensions: focus on the individual employee or groups of employees and time
frame, short and long-term
training
provides learners with the knowledge and skills needed for their present jobs
development
involves learning that goes beyond today’s job and mas a more long-term focus
è T&D activities have the potential to align a firm’s employees with its corporate
strategies; benefits include employee satisfaction, improved morale, higher
retention, lower turnover, improved hiring, a better bottom line, and the fact
that satisfied employees produce satisfied customers
learning organization
a firm that recognizes the critical importance of continuous performance-related T&D
and takes appropriate action
2. Training and Development Process
determine specific training and development needs
è training and development needs assessment helps companies determine
whether training is necessary, which can be determined by conducting
analyses on three levels, including organization, task, and person
organizational analysis
focuses on the firm’s strategic mission, goals, and corporate plans are studied, along
with the results of strategic HR planning
task analysis
focuses on the task required to achieve the firm’s purposes
person analysis
focuses on obtaining answers to the questions: who needs to be trained? what do
employees need to do differently from what they’re doing today? and what kind of
KSAs (knowledge, skills, abilities) do employees need?
Lesson 5 1/9
1. Training and Development and Related Practices
training and development
-the heart of a continuous effort designed to improve employee competency and
organizational performance
-common elements are training, career development, organizational development,
and organizational learning
-two dimensions: focus on the individual employee or groups of employees and time
frame, short and long-term
training
provides learners with the knowledge and skills needed for their present jobs
development
involves learning that goes beyond today’s job and mas a more long-term focus
è T&D activities have the potential to align a firm’s employees with its corporate
strategies; benefits include employee satisfaction, improved morale, higher
retention, lower turnover, improved hiring, a better bottom line, and the fact
that satisfied employees produce satisfied customers
learning organization
a firm that recognizes the critical importance of continuous performance-related T&D
and takes appropriate action
2. Training and Development Process
determine specific training and development needs
è training and development needs assessment helps companies determine
whether training is necessary, which can be determined by conducting
analyses on three levels, including organization, task, and person
organizational analysis
focuses on the firm’s strategic mission, goals, and corporate plans are studied, along
with the results of strategic HR planning
task analysis
focuses on the task required to achieve the firm’s purposes
person analysis
focuses on obtaining answers to the questions: who needs to be trained? what do
employees need to do differently from what they’re doing today? and what kind of
KSAs (knowledge, skills, abilities) do employees need?
Lesson 5 1/9
