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Training and Development

The document outlines the key components of training and development (TnD), distinguishing between formal and informal learning. It details the training process model, which includes phases such as needs analysis, design, development, implementation, and evaluation. Additionally, it highlights opportunities and challenges for training, emphasizing the importance of aligning training with business strategies and recognizing the role of continuous improvement.

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Paula Mae Ramos
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24 views2 pages

Training and Development

The document outlines the key components of training and development (TnD), distinguishing between formal and informal learning. It details the training process model, which includes phases such as needs analysis, design, development, implementation, and evaluation. Additionally, it highlights opportunities and challenges for training, emphasizing the importance of aligning training with business strategies and recognizing the role of continuous improvement.

Uploaded by

Paula Mae Ramos
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd

TRAINING AND DEVELOPMENT

Introduction

TnD: Key Components of Learning

●​ Training:​
Refers to the planned effort by a
company to facilitate learning of
knowledge, skills, and behaviors by
employees.​

●​ Development:​
Includes training, formal education,
job experiences, relationships, and
assessments of personality, skills, and
abilities that help employees prepare
for future roles.​

The Training Process Model

TnD: Formal vs. Informal Learning 1.​ Needs Analysis Phase


-​ Identifying the skills and knowledge
●​ Formal Training & Development:​
employees need to meet
Programs, courses, and events
organizational goals.
developed and organized by the
2.​ Design Phase
company.​
-​ Planning and structuring the training
program, including content and
●​ Informal Learning:​
methods.
Learning that is self-initiated,
3.​ Development Phase
action-based, motivated by personal
-​ Creating and assembling the training
growth, and not tied to formal
materials and resources.
settings.​
4.​ Implementation Phase
-​ Delivering the training to employees
through sessions, workshops, or
activities.
Training as an Open System 5.​ Evaluation Phase
-​ Assessing the training’s effectiveness
and its impact on employee
performance.
TRAINING AND DEVELOPMENT

Opportunities and Challenges for Training

●​ Aligning training with business


strategies.
●​ Adapting to changing demographics.
●​ Emphasizing knowledge workers.
●​ Recognizing training as a tool for
continuous improvement.

Important Concepts and Meanings

●​ Learning: A relatively permanent


change in cognition that results from
experience and influences behavior.
●​ KSA Competencies:
○​ Knowledge: Organized facts,
principles, and information
acquired over time.
○​ Skills: Achieved through
practice, becoming automatic.
○​ Attitudes: Beliefs and
opinions that influence
behavior positively or
negatively.
○​ Competencies: A set of
knowledge, skills, and
attitudes enabling success in
related tasks.

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