I Introduction To Employee Training and Development

Introduction to Employee Training and Development
Training – refers to a planned effort by a company to facilitate employees’ learning of job related
competencies. These competencies include knowledge, skills, or behaviors that are critical for
successful job performance. The goal of training is for employees to master the knowledge, skills and
behaviors emphasized in training programs and to apply them to their day-to-day activities.
Employees will be required not only to understand the service or product development system but
also to share knowledge and to creatively use it to modify a product or serve the customer.
Training emphasis on:
 Providing educational opportunities for all employees.

 Performance improvement as an ongoing process that is directly measurable rather than a
one-time training event.
 Demonstrating to executives, managers, and trainees the benefits of training.
 Learning as a lifelong event
 Training being used to help attain strategic business objectives
Designing Effective Training
Training design process refers to a systematic approach for developing training programs.
7 Steps in Training Process
1. Is to conduct a needs assessment, which is necessary to identify whether training is needed.

2. Is to ensure that employees have the motivation and basic skills necessary to master the
training content.
3. Is to create a learning environment that has the features necessary for learning to occur.
4. Is to ensure that trainees apply the training content to their jobs.
5. Is to develop an evaluation plan.
6. Is to choose the training method based on the learning objectives and learning environment.
7. Is to evaluate the program and make changes in it or revisit any of the earlier steps in the process
to improve the program so that learning, behavior, change, and the other learning objectives are
obtained. 2
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Instructional System Design (ISD) refers to a process for designing and developing training
programs.
Training Design Process
THE FORCES INFLUENCING WORKING AND LEARNING
 Economic Cycles
 Globalization
 Increased Value Placed on Intangible Assets and Human Capital
 Focus on Link to Business Strategy
 Changing Demographics and Diversity of the Work Force
 Talent Management
 Customer Service and Quality Emphasis
 New Technology
 High-Performance Models of Work Systems
Increased Value Placed on Intangible Assets and Human Capital
Three Types of Assets
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1) Financial Assets (cash & securities)
2) Physical Assets (property, plant, equipment)
3) Intangible Assets (human capital, customer capital, social capital & intellectual capital)
 Human Capital – refers to the sum of the attributes, life experiences, knowledge,
energy, and enthusiasm that the company’s employees invest in their work.
 Customer Capital – refers to the value of relationship with persons or other
organizations outside the company for accomplishing the goals of the company.
 Social Capital – refers to relationships in the company.
 Intellectual Capital – refers to the codified knowledge that exists in a company.
Focus on Link to Business Strategy
Managers are beginning to see a more important role for training and development as a means to
support a company’s business strategy, that is, its plans for meeting broad goals such as profitability,
market share, and quality. Managers expect training and development professionals to design and
develop learning activities that will help the company successfully implement its strategy and reach
business goals.
Changing Demographics and Diversity of the Work Force
Companies face several challenges as a result of increased demographics and diversity of the work
force. Population is the single most important factor in determining the size and composition of the
labor force, which is composed of people who are either working or looking for work.
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Talent Management
Refers to attracting, retaining, developing, and motivating highly skilled employees and managers. It
is becoming increasingly more important because of changes in demand for certain occupations and
jobs, skill requirements, the anticipated retirement of the baby boomer generation, and the need to
develop managerial talent with leadership skills.
Customer Service and Quality Emphasis
Customer-driven excellence includes understanding what the customer wants and anticipating future
needs. Customer-driven excellence includes reducing defects and errors, meeting specifications, and
reducing complaints. How the company recovers from defects and errors is also important for
retaining and attracting customers.
Companies need to provide a quality product or service. Some countries even have quality standards
that companies must meet to conduct business there. Total Quality Management (TQM) is a
companywide effort to continuously improve the ways people, machines, and systems accomplish
work.
New Technology
The Internet has created a new business model – e-commerce, in which business transactions and
relationships can be conducted electronically. The Internet is a global collection of computer
networks that allows users to exchange data and information.
High-Performance Models of Work Systems
New technology causes changes in skill requirement and work roles and often results in redesigned
work structures.
Through technology, the information needed to improve customer service and product quality
becomes more accessible to employees. This means that employees are expected to take more
responsibility for satisfying the customer and determining how they perform their jobs. One of the
most popular methods for increasing employee responsibility and control is work teams.
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Work teams involve employees with various skills who interact to assemble a product or provide a
service. Virtual teams refers to teams that are separated by time, geographic distance, culture,
and/or organizational boundaries and that rely almost on technology to interact and complete their
projects.
Roles, Competencies, and Positions of Training Professionals
A competency model is a high-level graphic depiction of the knowledge, skills, abilities, and behaviors
(or competencies) required for success in a particular profession or job—in this case the training and
development profession.
This ASTD Competency HR Model is composed of three distinct layers, referred to as blocks:
 At the foundational level, it is essential to have competencies in the areas of personal,

interpersonal, and managerial skills. This includes being able to effectively communicate,
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develop positive relationships, problem solve, manage projects and people, and lead and
motivate others. Additionally, it is important to understand how to use technology to improve
processes, develop strategies for success, and create and implement plans for long-term
success. These skills are key for any individual or organization to excel in their respective fields.
 Focus level introduces Areas of Expertise (AoE) such as coaching, improving employee
performance, social learning, career planning, and evaluating; all of which are designed to help
organizations gain a competitive edge in their respective industries. Coaching helps to build trust
and collaboration, improve employee motivation, and increase productivity. Improving employee
performance can be achieved by providing training, performance feedback, and incentives.
Social learning helps to create a sense of community and understanding among team members.
Career planning helps individuals identify their strengths and weaknesses, develop a career
path, and establish goals. Evaluating allows organizations to measure and assess employee
performance, identify areas of improvement, set objectives, and ensure that goals are met.
 The Execution level focuses on four crucial professional roles that are essential for successful
project execution: a learning strategist, a project manager, a business partner, and a
professional specialist. Each of these roles brings a unique set of skills and knowledge to the
table, and all are equally important for the success of a project. The learning strategist is
responsible for developing and implementing effective training programs for team members. The
project manager oversees the project from conception to completion, ensuring that all aspects of
the project are on track and within budget. The business partner is responsible for
understanding the client’s goals, objectives, and requirements and translating them into
actionable project tasks. Professional specialist brings a wealth of experience and specialized
knowledge in their field.
Who Provides Training?
In most companies training and development activities are provided by trainers, managers, in-house
consultants, and employees experts. Training and development activities are also outsourced.
Outsourcing are provided by individuals outside the company.
Who is in Charge of Training?
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Training and development can be responsibility of professionals in human resources, human
resource development, or organizational development. Companies may also have entire functions or
departments called human resource, human resource development, or organizational development
that provide training and development. In small companies training is the responsibility of the founder
and all the employees.
Preparing to Work in Training
Although some people learn to train by trial and error, the best way is to take courses in training and
development or even choose an academic major related to training.

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I Introduction To Employee Training and Development

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Introduction to Employee Training and Development

Training emphasis on:

 Providing educational opportunities for all employees.

Designing Effective Training

7 Steps in Training Process

1. Is to conduct a needs assessment, which is necessary to identify whether training is needed.

Training Design Process

THE FORCES INFLUENCING WORKING AND LEARNING

Increased Value Placed on Intangible Assets and Human Capital

Three Types of Assets

Focus on Link to Business Strategy

Changing Demographics and Diversity of the Work Force

Customer Service and Quality Emphasis

High-Performance Models of Work Systems

Roles, Competencies, and Positions of Training Professionals

 At the foundational level, it is essential to have competencies in the areas of personal,

Who Provides Training?

Who is in Charge of Training?

Preparing to Work in Training

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