Training and Development Overview

Study Notes

Training and development aims to help employees gain knowledge and skills to reach their full potential and optimize performance.
Training and development focuses on specific tasks, knowledge, and skill improvement within a company.
Training and development in Human Resource Management is a system of employee education, including tools, instructions, and activities to enhance performance.

Decide if Training is Needed: Determine if training is necessary to address specific needs and goals.
Determine what type of training is needed: Identify the most effective training approach to meet the identified needs.
Identifying goals and objectives: Clearly define the specific and measurable goals and objectives the training aims to achieve.
Implementing training: Execute the training program using the chosen approach and learning materials.
Evaluation of the training program: Assess the effectiveness and efficiency of the training by measuring results against defined goals and objectives.

The ADDIE model provides a framework for training developers and instructional designers to plan and create effective learning experiences.

Design a learning experience based on the analysis findings.
Determine specific learning objectives, content structure, participant needs, knowledge or skills to retain, best tools to use, and the duration of each lesson.
Create a storyboard or blueprint for the eLearning course to visualize the plan.
Storyboards help in visualizing ideas and can speed up development.

Training and development is a continuous process through which companies empower employees to acquire the knowledge and skills crucial to maximizing their potential and performance.
It refers to educational initiatives within an organization that aim to enhance the knowledge and skills of employees.
Provides information and guidance on how to effectively perform specific tasks.
It plays a critical role in human resource management (HRM).
Represents a system for educating employees within a company.
Includes various tools, instructions, and activities designed to elevate employee performance.
Presents an opportunity for employees to expand their knowledge and upgrade their skills.

Decide if Training is Needed: The first step requires identifying training needs based on business requirements and employee performance.
Determine what type of training is needed: Once the need for training is established, it's crucial to determine the specific type of training required.
Identifying goals and objectives: The next step involves establishing clear and measurable training goals and objectives, outlining the desired outcomes
Implementing training: This phase involves delivering training programs through various methods like classroom, online, or on-the-job training.
Evaluation of the training program: The final step involves evaluating the effectiveness of the training program by assessing whether the training objectives have been achieved and identifying areas for improvement.

The ADDIE model is a widely used process in training development and instructional design for creating impactful learning experiences.

Analysis: Analyzing the current situation to understand the gaps that need to be addressed. It helps identify learning goals and objectives and gather information about the audience's existing knowledge and what they need to learn.
Design: Involves making informed decisions to create a learning experience. It dictates learning objectives, content structure, mental processes required by participants, necessary knowledge or skills participants need to retain, the best tools to use, videos or graphics to create, and the duration of each lesson.
Development: The development stage involves creating training materials, resources, and activities. It often involves collaboration with Subject Matter Experts (SMEs).
Implementation: Here the training program is delivered using the chosen methods like classroom, online, or on-the-job training.
Evaluation: It involves assessing the effectiveness of training by evaluating whether the program met its objectives, whether the trainees learned the intended skills, and whether the training improved performance.