1. Employee training and development is a
broad term covering multiple kinds
of employee learning.
Is a learning experience; it seeks a relatively
permanent change in employees that
improves job performance.
2. Training is a program that
helps employees learn specific
knowledge or skills to improve
performance in their current roles.
Training involves:
- Changing skills
- Knowledge
- Attitudes or Behavior
3. is defined as a process where the employee with the
support of his/her employer undergoes various
training programs to enhance his/her skills and
acquire new knowledge and skills.
Generally focuses on future jobs in the organization.
4. It involves generating answers to several questions.
Here are eight ideas to consider:
First, ask your workforce.
Define your need area(s).
Analyze and assess your current state.
Develop your plan.
Engage experts.
Train your leaders first.
Train your staff and institutionalize the training.
Catch them doing it right.
5. Is there a need
for training?
What are the
organization’s goals?
What tasks must be
completed to achieve its
goals?
What behaviors are necessary
for each job incumbent to
complete his or her arranged
tasks?
What deffieciencies, if any do
incumbents have in the skills,
knowledge, or abilities
required to exhibit the
necessary job behaviors?
6. HRM needs to determine which training methods are the most
appropriate for the skill and the employee.
Examples
Technology-Based Learning. Common methods of learning via
technology
Simulators. Simulators are used to imitate real work experiences. ...
On-The-Job Training. ...
Coaching/Mentoring. ...
Lectures. ...
Group Discussions & Tutorials. ...
Role Playing. ...
Management Games.
7. it is future oriented and more concerned with
education than employee job specific training.
By education, employee development activities
attempt to instill sound reasoning processes to
enhance one’s ability to understand and interpret
knowledge rather than imparting a body of facts or
reaching a specific set of motor skills.
8. Job Rotation involves lateral transfers that allow employees
to work at different jobs and provides exposure to a variety
of tasks.
Appreticeships are frequently used to combine classroom
instruction in combination with working alongside a
seasoned veteran, coach or mentor.
Internships are opportunities for students in higher
education to utilize their instruction and training in a chosen
profession as part of their education.
9. Classroom Lectures it provides great deal of information in a
limited timeframe. Instructors should understand different
learning characteristics of adult learners and the variety of
types of instruction that create interest in the specific
technical interpersonal, or problem-solving skills they are
teaching.
Multimedia Learning can demonstrate technical skills not
easily presented by other training methods.
Simulations involve learning a job by actually performing the
work. It may include case analysis, etc.
Vestibule Training facilitates learning by using the same
equipment that one actually will use on the job but in a
simulated work environment.
10. JOB ROTATION is used in employee development as well as
training. It can be horizontal or vertical
ASSISTANT-TO POSITIONS employees with demonstrated
potential sometimes work under a seasoned and unsuccessful
manager, often in different areas of the organization.
COMMITTEE ASSIGNMENT can allow the employee to share
in decision making, to learn by watching others and
investigate specific organizational problems.
11. LECTURE COURSES AND SEMINARS it helps individuals
acquire knowledge and develop their conceptual and
analytical abilities.
SIMULATIONS are probably more popular for employee
development. It includes case studies, decision games, and
role plays.
ADVENTURE TRAINING or sometimes referred to outdoor,
wilderness, or survival training. This primarily aims to teach the
trainees the importance of working together, or coming together as
a team.
12. The amount of money spent using
technology to train employees is
increasing because of the cost savings.
Cost advantages include the efficiency of
online learning, the ability to reuse the
learning tools without much additional
expense, and the decreasing costs of
developing online learning
