T&D Lesson 1 PDF

The overall goals of training and to training, because the process of employee development is development was done so that employee can do a job or do an existing job better. It is Learning...

The overall goals of training and to training, because the process of employee development is development was done so that employee can do a job or do an existing job better. It is Learning done to teach employee how to up in the refers to employees acquire knowledge, organizations in the future by becoming skills, competencies, attitudes/ skilled to task that they would need to know behaviors. to move in a high level jobs. Learning needs to demonstrate how it Development tends to be less technical, and contributes to the company’s it is aimed at improving human, competitive advantage through improving communication, conceptual and decision employees performance, making skills of an employee support business strategy and contributes to business outcome ( quality, Formal Training and development – productivity, development of new products refers to formal training and development and retaining key employees ) programs, courses and events that are developed and organized by the company. What employee learns contributes to the Employees are required to attend or development of intangible complete a program which can include a assets such as the human capital face-to-face training programs ( facilitated by an instructor) or an online programs. Human Capital may be more valuable that the company’s physical capital or Informal Learning – is also important financial capital for providing a company for facilitating the development of with an advantage over it’s human capital. It refers to learning that is competitors. learner initiated, it is motivated by an intent of an employee to develop his Different ways that learning occurs in skills and does not occur in formal a company learning setting. It involves an employee learning either alone or through Training – the process of teaching an face-to-face or technology aided social employee the skills necessary to interactions. It can occurs in different perform a job. Employees are train to ways including through casual unplanned provide them with the knowledge, interactions with peers, email, skills and attitude or behavior (KSA) to informal mentoring, or public available deliver high quality products and social networking websites. services. It is estimated that informal learning accounts for up to 75% of Development - refers to training as well as formal education, job learning within an organization. experiences, relationship and assessment of personality, skills and ability to Another reason why informal learning is help employees prepare for future job or important is that it can lead to position. It is somewhat in contrast the effective development of what we call tacit knowledge which is in contrast with explicit knowledge compare or benchmark the company’s programs against its competitors.” Explicit knowledge - refers to the ​ knowledge that is documented, and Forces influencing Working and easily transferred from person to person. Learning Example of explicit knowledge are checklist, processes, flowcharts, formulas and There are several forces that influence our definitions. Explicit knowledge tends to be working and learning. These forces the primary focus of formal training and are affecting individuals, communities, development business and society. And for the company to survive they need to address Tacit knowledge - refers to personal these forces, and training plays an knowledge based on individual important roles. experiences. 1. Economic Cycles Informal learning is central to the The rise of pandemic in 2019 put world development of tacit knowledge because economic at a freezing stage. At it involves employee interactions in present more and more countries are personal relationship with peers, colleagues gradually recovering from that state. and experts. But it cannot replace formal However, one of the implications of the training and employee development. current economy especially those countries with low unemployment rates is Formal training and development are still that companies are unable to find needed to prepare employees for employees with the skills they need to their jobs and to help them advance to expand their operations, replace retiring future positions. Providing opportunities employees or keep up with the increased for formal training encourages employees to demands for their products and engage in follow up informal services. Another factor is that valuable and learning. high performing employees may be looking to change job for higher wages or Knowledge Management - refers to the better career opportunities or at most process of enhancing company had built their own small business.. performances by designing and implementing tools, process, systems, As a result, companies are having problems structure and culture to improve the attracting, finding and retaining creation, sharing and use of knowledge. talented employees with the skill they need. Knowledge management contributes to Employees are leaving for a more informal learning. attractive and better paying jobs in other industries with more career “ Companies recognizes that the value of opportunities. To address this problem, learning ensures that formal many companies are using training as training and employee development are part of the solution. linked to strategic business objectives and goals, use as an instructional design process to ensure effectiveness and ​ knowledge, education, work-related 2. Globalization know-how, work-related competence) Many companies are involved in Intellectual capital refers to the codified international markets by exporting their knowledge that exists in the company products overseas, building manufacturing (patents, copyrights, trade secrets, industries and engaging in e- intellectual property) commerce. The importance of globalization can be seen and felt in the recent hiring Social capital refers to relationship among patterns of large multi-national employees in the company (corporate corporations that have increased their culture, management philosophy, overseas workforce. management practices, informal networking system, Companies are moving into China, Eastern coaching/mentoring relationships) Europe, Middle East and Latin America but the demand for talented Customer capital refers to the value of employees exceeds the supply. Companies relationship with persons or other often place successful managers in charge of organization outside the company for overseas operation, but these accomplishing the goals of the company managers lack the cultural understanding (relationships with suppliers, customers, necessary to attract, motivate and vendors and government agencies) retain talented employees. To cope with the these problems, companies are Training and Development has a direct taking action to better prepare their influence on human capital because managers for overseas assignment and to they affect education, work related ensure that training and development know-how, competence and work opportunities are available for global relationship. It also has an indirect employees. influence on customer by helping employees better serve customer and by providing 3. Increase Value Placed on them the knowledge needed to create Intangible Assets and Human Capital patents and intellectual property. Training and development can help a Value of Intangible assets : company’s competitiveness by directly a. Focus on knowledge workers - to increasing company’s value through increase intangible assets especially the contributing to intangible assets. human capital is by focusing on attracting, developing, and retaining knowledge Intangible Assets consists of human workers. Knowledge workers are employees capital, customer capital, social capital who contribute to the company not through and intellectual capital manual labor, but through what they know or a specialized knowledge (tacit Human capital refers to the sum of knowledge). They have many job attributes, life experiences, knowledge, opportunities they can choose from and they energy, enthusiasm that the company can leave the company or take their employees invest in their work. ( tacit knowledge to a competitor. b. Employee Engagement – refers to the A systematic, planned and strategic effort of degree to which an employee a company to use bundles of are fully involved in their work and the human resources management practices of strength of their commitment to their job acquiring and assessing employees, and the company. Employees who are learning and development, performance highly engaged in their work give those management and compensation to companies a competitive advantage ( higher attract, retain, develop and motivate highly productivity, better customer service skilled employees and managers. and lower turnover) Talent Management is becoming c. Emphasis on Change and increasingly more important because of Continuous Learning - Change refers to changes in demand for certain occupations the adoption of a new idea or behavior by a and jobs, new skill requirements, the company. Technological advances, anticipated retirement of the baby boomers changes in the workforce or government generation and the need to develop regulations, globalization and new the managerial talent and skills of the next competitors are among the many factors generation of company leaders. that require companies to change. 6. New Technology A changing environment means that all Internet is a global collection of computer employees must embrace a networks that allows users to exchange data philosophy of learning. A learning and information. New technologies allow organization embrace a culture of lifelong training to occur at anytime and anywhere. learning, enabling all employees to acquire Social networking facilitates and share knowledge continually. communications, decentralized decision Improvements in product or service quality making and collaboration. It is useful for do not stop when the training is employees to share their knowledge and completed, continuous learning helps to ideas with peers and managers. ensure that employees use their training in their work. The risk however, it might result to employees wasting of time and 4. Focus on link to Business Strategy neglecting their work or offending or Managers are beginning to see a more harassing their co employees. Though most important role for training and companies believe the benefits of social development as a means to support a networking outweigh the risk. They trust company’s business strategy, it’s plan to employees to use social networking meet company’s profitability, market share productive and pro actively. and quality. They expect training and development professionals to design and develop learning activities that will help company successfully implement its strategy and reach business goals. 5. Talent Management