Training and Development Essays - Human Resource Management

Training and Development Essays - Human Resource Management Training and Development Azizi Wilborn HRDV 5610 OD F1 2014 October 17, 2014 Training and development is a function of human resource management concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings. It has been known by several names, including "human resource development", and "learning and development". The official and ongoing educational activities within an organization designed to enhance the fulfillment and performance of employees. Training and development programs offered by a business might include a variety of educational techniques and programs that can be attended on a compulsory or voluntary basis by staff. We often think that the biggest benefit of learning is that we get a diploma or credential. As we get wiser, we realize there are so many more benefits than that. Knowing the benefits will help motivate you to design your own training plans and programs, and to motivate others to participate as well. Perhaps one of the biggest benefits is the appreciation that you can be learning all the time, even if you are not in a formal training program. There are many approaches to learning and development and many types of activities that can be undertaken to learn. We're most used to thinking of the formal, other-directed activities, such as attending courses or lectures. However, most of the types of learning are informal and unstructured. An awareness of these other types will broaden your possibilities for intentional learning and for designing training for yourself and others. A training program is an intentionally designed, (hopefully) highly integrated set of activities that are aligned to accomplish a certain set of results among learners. Many of us might not be used to thinking of the following as programs in the workplace, but they are. One of the biggest concerns of trainers and those paying for training is whether the learners will indeed understand and apply the new information and materials from the learning and development activities, that is, whether the new information and materials will transfer to the learners. Formal approaches to learning and development often have the highest likelihood of transfer of training. A formal approach to learning and development usually follows a systematic and consistent framework. Systematic means that the framework is designed to guide learners to achieve an overall set of goals goals to address a need or situation, then associates objectives and activities to achieve those overall goals, and evaluates the activities and results to be sure the goals were achieved. Instructional system design (ISD) is the activities to ensure that the design of training is very successful in achieving the goals of the training. One of the most common ISD models is ADDIE, which is an acronym for assessment, design, development, implementation and evaluation you can discern from the acronym that ADDIES is a systematic design of training. Learning and development activities must be carefully led and managed many people would argue that they're not unlike other f unctions in organizations, such as planning, marketing and financial management. The following roles might be utilized, especially in well-established organizations with extensive resources. It might help to broaden your understanding of how learning and development is applied in life and organizations by considering various forms of development. Development is often referred to as the activities to raise the performance of a person, team, process or organization to another level. Development include a wide variety of forms of learning and development. The following links are to a wide variety of forms of development in people and organizations. A training program is composed of a schedule of activities, methods, trainers, trainees, methods of assessment, and locations. A good training program is designed to address performance problems. A knowledge and skills assessment evaluates participants' level of prior knowledge as well as previous training and experience, in the area of interest. The results of the assessment are used to develop the training objectives, and ultimately, the content. The mission of the training and development is to enhance the current and future organizational effectiveness of a company by increasing employees' abilities to maximize performance. It is important to be committed to supporting the continued growth and development of company's