1: Introduction to Training & Development Flashcards
What is the importance of training?
- Training equips individuals with necessary knowledge, skills, and abilities.
- Training attracts employees to companies, engages them, and promotes retention.
- Training helps to create and sustain a competitive advantage.
What are the 3 Key Components of Learning?
- Formal Training & Employee Development
- Knowledge Management
- Informal Learning
Learning Human Capital will result in Performance Improvement and Reaching Business Goals.
The process of acquiring knowledge, skills, competencies, attitudes, or behaviors.
Learning
The core of all human resource development efforts.
Learning.
A set of systematic and planned activities designed by an organization to provide its members with the opportunities to learn necessary skills to meet current and future job demands.
Learning
Facilitates learning job-related competencies, knowledge, skills, or behavior.
Training
Future focused–includes formal education, job experiences, relationships, and assessments.
Development
Developed and organized by the company.
Formal Training and Development
While formal training is important, much of what is learned occurs through informal learning. There are several characteristics of informal learning:
- Learner initiated
- Occurs without a trainer or instructor
- Motivated by an intent to develop
- Does not occur in a formal learning setting
- Breadth, depth, and timing are controlled by the employee
A type of knowledge that is well documented, easily articulated, and easily transferred from person-to-person. It is also the primary focus of informal training.
Explicit Knowledge
Personal knowledge based on experience that is difficult to codify and is facilitated by informal learning.
Tacit Knowledge
Includes tools, processes, systems, structures, and cultures to improve creation, sharing, and use of knowledge. It is important because it contributes to informal learning.
Knowledge Management
The Training Design Process
Conduct a needs assessment >
Ensure EE readiness for training >
Create a learning environment >
Ensure transfer of training >
Develop an evaluation plan >
Design and conduct training >
Monitor and evaluate
ADDIE
Analysis
Design
Development
Implementation
Evaluation
Forces that impact learning
- economic cycles
- globalization
- value of intangible assets and human capital
- focus on links to business strategy
- changing demographics and diversity
- generational differences
- talent management
- customer service and quality emphasis
- new technology
- high-performance models of work systems
Irrespective of the current, training contributes to an organization’s performance. It can be difficult to find EEs with the skills they need and to replace retiring EEs. High-performing EEs may be looking to change jobs for better opportunities.
Economic Cycles
Global companies struggle to find and retain talented EEs, especially in emerging markets. Many EEs in the U.S. are immigrants, filling high-skilled and low-skilled positions. U.S. companies need to consider the benefits and costs of offshoring.
Globalization
Intangible assets (4 capitals)
- human capital
- intellectual capital
- social capital
- customer capital
Training should be carefully aligned with ________ to help an organization reach its strategic goals.
business strategy
- Companies have to determine the return on investment of training to company performance.
- Companies are required to use appropriate design and effective learning processes.
ISO 10015 Training Standards
Defines Training design as analyzing, planning, doing, and evaluating.
ISO 10015
- Leadership
- Measurement, analysis, and knowledge management
- Strategic planning
- Workforce focus
- Operational focus
- Results
- Customer focus
Baldrige Award Criteria
A process of measuring, analyzing, improving, and then controlling processes once they have been brought within narrow ___ ______ quality tolerances or standards
Six Sigma
