This is a chapter full of valuable information on where the training and development arena is headed. It is critical that the training and development students have an understanding of these trends, for they will have a great effect on the major issues in training and development.

1. Subject: Executive Training & Development
Presented by: Joseph F. Valencia
Reserved: March 2018
The Future of Training & Development

2. Training & Dev’t. Defined as
Training
Organized activity aimed at imparting information
and/or instructions to improve the recipient's
performance or to help him or her attain a
required level of knowledge or skill.
Development
The systematic use of scientific and technical
knowledge to meet specific objectives or
requirements.
An extension of the theoretical or practical
aspects of a concept, design, discovery, or
invention.

3. 5 Trends Causing Evolution to Happen
Forcing Organizations to Challenge Everything they know about
work.
1. Globalization – the process by which businesses or other
organizations develop international influence or start
operating on an international scale.
2. Mobility – the ability to move between different levels in
society or employment.
3. Millennial & Changing Demographics – referred as "echo
boomers" due to a major surge in birth rates in the 1980s
and 1990s, and because millennial are often the children of
the baby boomers.
4. New Behaviors – perpetually shaped by these forces; intrin
sic approach and avoidance motivations, the presence or ab
sence of rewarding or punishing stimuli, and the making of
associations between unconditioned (instinctually -meaning
ful) stimuli and other things.
5. Technology – can be most broadly defined as the entities,
both material and immaterial, created by the application of
mental and physical effort in order to achieve some value.

4. Future Trends That Will Affect Training
1. Greater use of new technologies for training delivery.
2. Increased demand for training for virtual work
arrangements.
3. Increased emphasis on speed design, focus in content,
and use of multiple delivery methods.
4. Increased emphasis on capturing and sharing
intellectual capital.
5. Increased use of true performance support.
6. Increased emphasis on performance analysis and
learning for business enhancement.
7. Increased use of training partnerships and
outsourcing training.
8. A change model perspective to training and
development.

5. Disadvantages of Using New Technology
a. Dependency - The more advanced society becomes
technologically, the more people begin to depend on
computers and other forms of technology for
everyday existence. This means that when a
machine breaks or a computer crashes, humans
become almost disabled until the problem is resolved.
b. Less Value in Human Worker - Because machines
automate processes and do the work of 10 people
with one computer, companies find they don't need to
employ as many people to get the job done. As machi
nes and computers become even more advanced and
efficient, this will continue to be a growing
disadvantage of technology and an issue that has a
global impact.

6. Skills Needed for Future Trainers
1. Matching training content and methods to local culture of
the work force.
2. Designing learning space as well as content in
technology-driven learning environments.
3. Use of multimedia tools, including audio, video, webcasts
, and live action.
4. Delivering and packaging training in different formats for
beginners and experts.
5. Use assessments to determine trainees’ learning styles.
6. Developing search-and-identify techniques so employees
can find information and training when they need it.
7. Facilitating learning and staying in touch with employees,
managers, and business units to identify what they need
and making suggestions regarding tools, processes, or
procedures that could help them work more effective.
8. Developing and delivering learning that is integrated
with the job.

7. Methods of Future Training & Development
1. Rapid Instructional Design (RID) - a group of tech
niques that allows training to be built more quickly.
Strategies of RID
a. Focus on accomplishment & performance.
b. Develop a learning system instead of instructional.
c. Use shortcuts (use existing records for assessments).
d. Combine different steps of instructional design.
e. Use existing course materials that can be customized.
f. Develop instruction around job aids.
g. Use recording equipments, Internet and e-mail.

8. Methods of Training & Development
2. Embedded Learning - occurs on the job as needed;
involves collaboration and non-learning technologies;
is integrated with knowledge management.
In the future, employees will:
a. be presented with short learning episodes embedded in
their work.
b. be alerted when the learning episodes are needed.
c. have direct connections to experts.
d. be continuously connected online wirelessly.
e. have simulations for guidance.

9. Methods of Training & Development
3. Performance Analysis Approach - identifying perfor
mance gaps or deficiencies and examining training as
one possible solution for the business units.
Training departments will need to:
a. Focus on interventions related to performance improve
ment.
b. Provide support for high-performance work systems.
c. Develop systems for training administration, develop
ment, and delivery that reduce costs and increase
employees’ access to learning.

10. Methods of Training & Development
4. Application Service Provider (ASP) - a company that
rents out access to software for a specific application.
Increased Use of Training Partnerships and
Outsourcing Training
Training departments will increase partnerships with
academic institutions to provide basic skills training
and to develop customized programs.

11. Training and Development From a Change
Model Perspective
For new training or development practices to be
successfully implemented:
a. Employees must understand reasons for change and
agree with them.
b. Employees must have the skills needed to implement
the change.
c. Employees must see managers and employees in
power positions support the change.
d. Organizational structures must support the change.

12. Training and Development From a Change
Model Perspective
Formal
Organizational
Arrangements
Individual
Informal
Organization
Task
Power
Imbalance
Loss
of
Control
Resistance
to
Change
Task
Redefinition
Challenges
Components of
the organization
Change-related
problems

13. Managers Misconceptions about Training
1. Training is not valuable.
2. Training is an expense, not an investment.
3. Anybody can be a trainer.
4. The training department is a good place to put
poor performers.
5. Training is the responsibility of trainers.

14. Training and Development From a Change
Model Perspective
Steps in a Change Process:
1. Identify the problem or opportunity and
create a sense of urgency.
2. Identify possible solutions.
3. Communicate for buy-in.
4. Choose and announce the action as on as possible.
5. Execute and create short-term wins.
6. Follow-up, re-evaluate, and modify.

16. References:
http://www.businessdictionary.com/defi
nition/training.html
https://trainingmag.com/content/future-
training-already-here