Chapter 1

Introduction to Training and

Development
 Defining the Terms
Training:

A planned process to modify attitude, knowledge,

skill, and attitude or behavior through
learning/experience to achieve effective performance
in an activity or range of activities.

In work situations, it is to develop abilities of

individuals and groups to satisfy the needs of the
organization.
 Defining the Terms
Development:

1. The outcome of Training

2. Development is a process of preparing employees
for future position and improve their personal skills to
handle the critical situations in an organization.

 It involves upgrading general skills for personal and

professional growth
 Defining the Terms

HRD:
Organized learning experience to increase the
possibility of improving Human performance and
growth
Training & Development is part of the wider umbrella
of HRD in organizations and contribute to major part
of HRD function
It is the integrated use of training and development,
career development and organizational development
to improve individual, group and organizational
effectiveness.
 Defining the Terms

Education:
Activities aims at developing the knowledge, skills,
moral values and understanding required in all aspects
of life rather than knowledge and skill related to only a
limited fields of activity.
- This has a relatively broader scope than training, less
immediate, less specific application than training and
take place in educational institutions
 Defining the Terms

Learning:

Relatively permanent change of Knowledge, Skill,

Attitude or behavior occurring as a result of training or
experience
 Defining the Terms

Organizational Development (OD):

A planned organization wide change intervention to

improve the organization or take the organization to
the next level
Differences Between OD Practitioners and
Trainers

Issue OD Practitioner Trainer

Role Strategic Tactical

Middle to lower
Client Top Management
level management
Response to problems Work around or
Challenge
with organizational within the system
politics, structure, etc. Confront

Organizational
Overly Analytical Gets things done
perception
 What is Training?
Training refers to a planned effort by an
organization or individual directed at
acquiring/improving competencies to
meet the current or future needs.

 The goal of training employees include

– Develop knowledge, skill, and attitude (KSAs)
– apply them to job to perform better
When Training is needed in organizations?

Organizational and environmental dynamics create

training needs for organization and individuals
Major Steps in Training Process (ADDIE Model)

1. Analysis (Training Need Analysis/Assessment- TNA)

2. Designing Training
– Learning Objectives Design
– Instructional content Design
– Evaluation Design
3. Develop Training
4. Implement Training (Training Delivery)
5. Evaluation
Training Processes Model

Needs Analysis Phase

Input Process Output

Design Phase
Input Process Output

Development Phase
Triggering Input Process Output
Event

Implementation Phase
Process
Input Process Output
Evaluation Data

Outcome
Evaluation Evaluation Phase
Data Input Process Output

1-4
 Strategic Role of Training and Development

Organization’s External Environment

Customers
Legal and Political
Mission
Technology
Strategy

Employee KSAs
Organization’ Core Technology
Corporate Culture
s Internal
Structure
Environment
HUMAN RESOURCE STRATEGY

HRD Strategy
Competition
Economic Conditions
Flow of Strategy, Tactics, and Objectives

Competitive Tactical Activities

Strategy
• Mission
• Opportunities Unit Unit
Employee
• Threats Objectives Strategies
Objectives
• Strengths and Tactics
• Weaknesses

Implementation, Evaluation, and Feedback

 Training and Development Department

 Responsible for :
– performance problems in organization
– Individual learning in organization
– Group learning development
– Organizational Development (OD)

 Responsible for Training process:

– TNA, Design, Development, Implementation,
Evaluation

 Additional Roles:
– Administration & Consulting
Outsourcing Training

The use of an outside company that takes

responsibility and control of some or whole of
T&D activities.
Questions to Assess Training Provider Capabilities

 What is the trainer’s background (education, experience, etc.)?

 Has the trainer ever provided relevant training programs or
services before?
 Has the training been evaluated? If so, what levels of outcomes
were evaluated and what have been the results?
 Can the trainer give you references who could speak
knowledgeably about the trainer’s products and services
(trainees, HR contact person, etc.)?
 Can the vendor provide examples or an outline of his approach or
process? Will this fit your organization’s culture and budget?
 Can the vendor show you materials, such as handouts, exercises,
and videos?
 How will the materials be made specific to your organization?