Overview of training in organizations
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Overview of Training in Organizations. Chapter #1. Learning Outcomes. By the conclusion of this chapter, you will be able to: Define key words used in training. Understand the organization and functions of the Human Resource Development (HRD) Department.

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Learning outcomes
Learning Outcomes

  • By the conclusion of this chapter, you will be able to:

    • Define key words used in training.

    • Understand the organization and functions of the Human Resource Development (HRD) Department.

    • Outline the training process and understand the functions of each process step.

    • Communicate the different roles trainers play in organizations.


Terminology
Terminology

  • Learning– a relatively permanent change in the way you think that results from a life experience.

  • Knowledge – information that is acquired, organized and placed into memory for future use in understanding our experiences.

  • Skill – capacities needed to perform a set of tasks that are developed as a result of training and experience.

  • Attitudes – reflection of your beliefs and opinions that support or inhibit behavior


Learning outcomes1
Learning Outcomes

  • Skill Based Learning

  • Compilation

  • Automaticity

Learning

  • Cognitive Knowledge

  • Declarative

  • Procedural

  • Strategic

  • Attitudinal Learning

  • Affect/Feelings


Terminology1
Terminology

  • Training – process of attempting to develop KSAs

  • Development – the outcome of training, learning the KSAs

  • Education– development of more general KSAs


Human resource development hrd department
Human Resource Development (HRD) Department

  • Role:improve organizational effectiveness

  • Focus:job-related KSAs with careful consideration of employees needs

  • Documentation of ROI

  • Must involve management in HRD process:

    • Identifying needs

    • Allocating budget dollars

    • Evaluating effectiveness


Structure of training organizations
Structure of Training Organizations

CEO

VP

Human Resources

HR Planning

Employment

Employee

Relations

Compensation

HRD


Training as an open process
Training as an Open Process

Open System

Input Process Output

External Environment


Training as an open process1
Training as an Open Process

Training Open Sub-System

Input

Process

Output

Organizational Needs

Employee Needs

Budget

Equipment

Staff

Analysis

Design

Development

Implementation

Evaluation

Knowledge

Skills

Attitudes

Motivation

Job Performance

Mission Strategy Structure Policies Procedures

Finances Resources People Products Technology


Training process model

Needs Analysis Phase

Input Process Output

Design Phase

Input Process Output

Development Phase

Input Process Output

Implementation Phase

Input Process Output

Evaluation Phase

Input Process Output

Training Process Model

Process

Evaluation

Outcome Evaluation


Trainer s roles

Evaluator

Analyst

Instructor

Career Development Facilitator

Program Designer/Developer

Facility Manager

Manager

Budget

People

Planning

Marketer

Communicator

Trainer’s Roles


Conclusion
Conclusion

  • Training is a process that must be strategically aligned with the other HR functions as well as the overall strategic plan of an organization.

  • Following the training process correctly will provide a training program that can have a ROI and add value to the organization.


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