EMPLOYEE DEVELOPMENT EMPLOYEE TRAINING PROCESS OF TRAINING PLANNED TRAINING LEARNING ORGANISATION EXPERIMENTAL LEARNING CYCLE INDIVIDUAL BARRIERS

TO LEARNING

EMPLOYEE DEVELOPMENT
Employee Development of HR development is about

the provision of learning, development and training opportunities in order to improve individual, team and organisational performance. The definition of development suggests a fulfilment of innate potential and ability through continuous involvement rather than just timely interventions to satisfy gaps in knowledge and ability.

KEY TERMS
LEARNING: Learning is relatively permanent changes in behaviour

that occurs as a result of practice or experience. EDUCATION: The development of Knowledge, values and understanding required in all aspects of life rather than the knowledge and skills relating to particular areas of activity. DEVELOPMENT: the growth or realisation of a person's ability and potential through the provision of learning and educational experiences. Training: The planned & systematic modification of behaviour through learning events, programmes, and instruction which enable individuals to achieve the levels of knowledge, skills and competence to carry out their work effectively.
Source: Armstrong-handbook of Personnel Management practices.

EMPLOYEE TRAINING
Training is an important part of an organizations long-range strategy:
Global competition and flatter organizational structures require

multi-skilled employees Focus on life-long learning Diverse employees with varying cultural values Developments in information technology require new skills and training strategies Increased motivation Individual goals equating with those of the organisation Social benefits Newly acquired skills for future use

BENEFITS OF T&D TO ORGANISATIONS

Provision of trained human resources
Improvements of existing skills Increased employee knowledge Improved job performance Improved customer service Greater staff commitment Increased value of the organisation's human assets The personal development of employees

Training & Development

Present jobs Training

Development

Future jobs

PROCESS OF TRAINING
SYSTEMATIC TRAINING PLANNED TRAINING

PLANNED TRAINING
Identify and define training needs
Define the learning required Define the objectives of training Plan training programme Decide who provides the training Implement the training Evaluate training Modify training programmes basis on the evaluation.

DEFINING TRAINING NEEDS

JOB TRAINING ANALYSIS
ORGANSATIONAL ANALYSIS PERFORMANCE APPRAISAL JOB ANALYSIS CUSTOMER FEEDBACK OBSERVATION OF EMPLOYEES RECORDS OF EMPLOYEES PERFORMANCE

TRAINING OBJECTIVES
PREREQUISITE EXPERIENCE AND ABILITIES
EDUCATINAL OBJECTIVES BEHAVIOURAL OBJECTIVES CRITERIA FOR ASSESSMENT

10

The Training System

Needs Assessment

Evaluation

Training Objectives

Implementation

11

Training Techniques
On-the-job
Job rotation Apprenticeships Coaching Mentoring Delegation by supervisor Work shadowing

Off-the-job
Vestibule training Role-playing/Cases Simulation Self-Study & Programmed Computer-based (CBT) Virtual reality Internet/Web-based/Intranet Video-conferencing

Lectures & videos

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Training & Development Strategies

Cognitive

T&D Strategies
Environmental Behavioural

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Training Evaluation Criteria

Reaction

Organizational results

Training Evaluation Criteria

Behaviour

Knowledge

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Training Evaluation Steps

Evaluation criteria

Pre-test

Trained or Developed Workers

Post-test

Transfer to the Job

Follow-up Studies

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