Overview of Training in Organizations

1. Overview of Training in Organizations Chapter #1

2. 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.

3. 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

4. Learning Outcomes • Skill Based Learning • Compilation • Automaticity Learning • Cognitive Knowledge • Declarative • Procedural • Strategic • Attitudinal Learning • Affect/Feelings

5. Terminology • Training – process of attempting to develop KSAs • Development – the outcome of training, learning the KSAs • Education– development of more general KSAs

6. 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

7. Structure of Training Organizations CEO VP Human Resources HR Planning Employment Employee Relations Compensation HRD

8. Training as an Open Process Open System Input Process Output External Environment

9. 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

10. 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

11. Evaluator Analyst Instructor Career Development Facilitator Program Designer/Developer Facility Manager Manager Budget People Planning Marketer Communicator Trainer’s Roles

12. 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.