BHR 4680, Training and Development 1 Course Learning Outcomes for Unit I Upon completion of this unit, students should be able to: 1. Discuss the training implications of behavioral and cognitive learning in the training environment. 1.1 Discuss the influences and learning in the workplace that contribute to training and development. 2. Compare the relationship between human resources and human resource development functions in a large global organization to the functions of a small global organization. 2.1 Explain the use of training and development as a contributing factor to business success. Course/Unit Learning Outcomes Learning Activity 1.1 Unit I Lesson Chapter 1 Chapter 2 Unit I Assessment 2.1 Unit I Lesson Chapter 1 Chapter 2 Unit I Assessment Reading Assignment Chapter 1: Introduction to Employee Training and Development, pp. 7-50 Chapter 2: Strategic Training, pp. 65-89, 104-105 Unit Lesson Human Resource Management and Human Resource Development Human resource management (HRM) consists of seven functions: strategy and planning, equal employment opportunities (EEO), talent management, risk management and worker protection, recruitment and staffing, rewards, and employee and labor relations (Mathis, Jackson, Valentine, & Meglich, 2017). HRM plays a vital role in human resource development (HRD). In HRM, you have the human resource manager who is responsible for all functions of human resources (HR), compared to an HRD manager who is solely responsible for training and development and project management for HR. HRD is the use of training and development, organizational development, and career development to improve overall effectiveness within the organization (Noe, 2017). In creating the needed training and development plan for an organization, HRM and HRD work collaboratively, or it can be an individual effort by each entity. According to Noe (2017), organizations can allow training to be a part of HRM, but that can lead to less attention being provided and less focus being applied than when allowing the training aspect to be handled by HRD. Regardless of the choice, training and development requires a team effort from upper management, middle management, frontline managers and workers, and others. UNIT I STUDY GUIDE Introduction to Training and Development BHR 4680, Training and Development 2 UNIT x STUDY GUIDE Title What Is Learning? Learning is when employees acquire “knowledge, skills, competencies, attitudes, or behaviors” (Noe, 2017, p. 5). During the learning and training processes, you must consider your audience type(s) and the learning style(s) of your audience members. Your audience types can consist of high-tech, low-tech, or lay audience members or a combination of these types. With learning styles ranging from tactile learners to auditory learners to visual learners, you, as the manager, must be able to deliver training .

1. BHR 4680, Training and Development 1
Course Learning Outcomes for Unit I
Upon completion of this unit, students should be able to:
1. Discuss the training implications of behavioral and cognitive
learning in the training environment.
1.1 Discuss the influences and learning in the workplace that
contribute to training and
development.
2. Compare the relationship between human resources and
human resource development functions in a
large global organization to the functions of a small global
organization.
2.1 Explain the use of training and development as a
contributing factor to business success.
Course/Unit
Learning Outcomes
Learning Activity
1.1

2. Unit I Lesson
Chapter 1
Chapter 2
Unit I Assessment
2.1
Unit I Lesson
Chapter 1
Chapter 2
Unit I Assessment
Reading Assignment
Chapter 1: Introduction to Employee Training and Development,
pp. 7-50
Chapter 2: Strategic Training, pp. 65-89, 104-105
Unit Lesson
Human Resource Management and Human Resource
Development
Human resource management (HRM) consists of seven
functions: strategy and planning, equal employment
opportunities (EEO), talent management, risk management and
worker protection, recruitment and staffing,
rewards, and employee and labor relations (Mathis, Jackson,
Valentine, & Meglich, 2017). HRM plays a vital
role in human resource development (HRD). In HRM, you have
the human resource manager who is
responsible for all functions of human resources (HR),

3. compared to an HRD manager who is solely
responsible for training and development and project
management for HR. HRD is the use of training and
development, organizational development, and career
development to improve overall effectiveness within
the organization (Noe, 2017). In creating the needed training
and development plan for an organization, HRM
and HRD work collaboratively, or it can be an individual effort
by each entity. According to Noe (2017),
organizations can allow training to be a part of HRM, but that
can lead to less attention being provided and
less focus being applied than when allowing the training aspect
to be handled by HRD. Regardless of the
choice, training and development requires a team effort from
upper management, middle management,
frontline managers and workers, and others.
UNIT I STUDY GUIDE
Introduction to Training and Development
BHR 4680, Training and Development 2
UNIT x STUDY GUIDE
Title
What Is Learning?
Learning is when employees acquire “knowledge, skills,

4. competencies, attitudes, or behaviors” (Noe, 2017,
p. 5). During the learning and training processes, you must
consider your audience type(s) and the learning
style(s) of your audience members. Your audience types can
consist of high-tech, low-tech, or lay audience
members or a combination of these types. With learning styles
ranging from tactile learners to auditory
learners to visual learners, you, as the manager, must be able to
deliver training to meet the needs of your
audience. A person also can be more than one type of learner.
Learning can take place in two forms, formal and informal
(Noe, 2017). Formal learning involves interactive
learning with instruction provided by an expert on the topic, as
compared to informal learning, such as self-
learning, which is not provided by an expert on the topic and
includes little or no interactive learning. It is
recommended that each form of learning is offered to all
employees for a more well-rounded learning
experience. You will find in most learning environments that
formal learning is the best choice for providing
training. Of course, it is still the individual’s responsibility to
supplement the learning experience in whatever
form is more conducive to developing his or her knowledge of
the topic.
Knowledge Transfer and Knowledge Management
In addition to recognizing forms of learning, it is just as
important to recognize knowledge transfer and
knowledge management. Knowledge transfer is the process of
information being distributed to and from the
intended parties. Similar to learning, knowledge transfer can
take place in two forms, formal and informal. As
knowledge is being transferred, it is important to properly
manage the transfer of knowledge. Knowledge

5. transfer can take many shapes such as written and non-written
forms, one-on-one interactions, mentoring and
coaching efforts, and technology such as gamification,
applications (apps), and social media platforms. As a
part of a training team, it is important to assess the delivery
needs. It is crucial to address the needs of the
audience and provide the material in a manner for the best
learning outcome. This involves developing the
material in various learning style forms and managing the
efforts of the learning experience, which is handled
through knowledge management. It is the responsibility of the
knowledge officer, sometimes called the chief
learning officer, to oversee the success of the learning
experience and to determine needed enhancements.
The following website has information that can be used for
basic learning and to assist professionals.
Chief Learning Officer: www.clomedia.com
Learning Organizations
A learning organization is an organization that fosters the
ability to learn and supports training efforts in
specialized and non-specialized areas. In addition to fostering
the learning experience, it is the organization’s
responsibility to create lifelong learners and supporters of the
organization. It starts with the employees of the
organization. The employees are viewed as the number one
customers of the product that the learning
organization offers. By being a learning organization, the
organization is fostering better employee
engagement opportunities. According to Noe (2017), employee
engagement is when employees are provided
opportunities to interact with working efforts in order to
strengthen one’s abilities, loyalty, and work ethic for
the organization.

6. The organization can provide various opportunities for internal
or external employee engagement such as
company-sponsored activities like industry-specific events,
holiday events or celebrations, social learning
opportunities, and other basic interactive efforts. Employee
engagement opportunities are a great way for the
employer and employee to develop the basic connection
between the two, which leads to adopting and
adapting to the corporate culture for the best interest of the
business. During the engagement moments, it is
important that management is available and transparent while
communicating the goals and objectives of the
organization and allotting time for questions and answers from
the employees. An organization’s success is a
collective effort, which requires full support from all parties
involved.
http://www.clomedia.com/
BHR 4680, Training and Development 3
UNIT x STUDY GUIDE
Title
Talent Management
Talent management consists of various efforts in attracting,
retaining, developing, and motivating highly
skilled employees and managers. As a responsibility of the HR

7. manager or HRD manager, it is important to
properly identify and apply the learning needs of the employees
and managers. In determining what training is
needed, the HR or HRD managers can conduct surveys, obtain
feedback from managers, review production
numbers, identify skill demands, and conduct basic observation
assessments. Regardless of the methods
used, it is important to address the learning and training needs
of the organization.
In the effort to provide the best talent management possible, it
should be a requirement for all employees to
go through a performance evaluation. The evaluations can take
place annually, quarterly, or semi-annually.
From a result-oriented standpoint, it is best to conduct
performance evaluations quarterly or semi-annually.
This allows for growth and development to take place for a
better outcome for all parties involved. It also
reduces the number of performance improvement plans,
probationary periods applied, and terminations. In
the efforts of talent management, we must begin with leadership
development. It is crucial that levels of
management are properly trained in order to manage the day-to-
day operations of the business. The various
levels of management should be trained in the areas of business
strategy, talent management, recruitment
and staffing, rewards, EEO, safety and risk management, and
employee relations. By developing the
managers, a more developed advantage in accomplishing the
goals and objectives of the organization is
created. According to Noe (2017), managers contribute to the
efforts of employee engagement by performing
basic management functions.
Strategic Training

8. Strategic training is learning-related action used to help an
organization accomplish the identified goals and
objectives or initiatives. Refer to Table 2.4 on page 73 in the
textbook to see initiatives and implications used
in strategic training and development. Questions to be addressed
during the process are found in Table 2.5
on page 76 in the textbook. In the process, it is important to
identify with the vision, mission, and values of
the organization.
The Influences of Training
In the training process, you must consider organizational
characteristics that play a crucial role in the process
of training. Some of the organizational characteristics are listed
below:
As previously discussed, top management plays an important
role in supporting the demands of training. The
responsibility of upper management is to collaborate with
training management to address the needed
training of the organization. The training manager creates the
learning curriculum, determines the training
modality, identifies locations, and also selects who will conduct
the training. The learning material can be

9. delivered by a number of methods including basic classroom
instruction, online instruction in an instructor-led
or online course setting, self-paced instruction utilizing a
computer-based or manual version, or a combination
of these. Regardless of the method used, it must address the
identified training needs. Keep in mind that it is
important to meet the learning styles and needs of your targeted
audience members. By doing this, it creates
a better opportunity for fostering and meeting the desired
success rate for the training.
Once the delivery modality is identified, it is important that the
style of delivery for the curriculum or activities
is identified for the material. Some of the more basic
approaches used to develop the material are lecture
style, discussion style, and simulation style. Again, this helps in
meeting the learning styles of your
audience members. A best practice is to incorporate visual,
tactile, and auditory styles for a broader approach
in delivering the material. Of course, this is a case-by-case
decision based on the support of upper
management and financial capabilities since not all
organizations have a large budget, let alone a budget
specifically for training.
BHR 4680, Training and Development 4
UNIT x STUDY GUIDE
Title

10. References
Mathis, R. L., Jackson, J. H., Valentine, S. R., & Meglich, P. A.
(2017). Human resource management (5th
ed.). Boston, MA: Cengage.
Noe, R. A. (2017). Employee training and development (7th
ed.). New York, NY: McGraw-Hill Education.
Suggested Reading
In order to access the following resources, click the links
below.
The article below focuses on basic applications in creating a
guide or template for better involvement and
interactions with employees through recruiting, evaluating,
assessing, and overall managing efforts for the
talent within the organization.
Gale, S. F. (2015, February). Talent management orientation
guide. Workforce Magazine. Retrieved from
http://www.workforce.com/2015/02/27/talent-management-
orientation-guide/
The following article discusses the importance of training and
why employees want more training. It also
addresses the need for organizations to listen to the employees
to bring about better training and a return on
investment for training including longevity, lower turnover rate,

11. better retention, and job satisfaction.
Kuzel, A. (2016, June 17). Employees demand training over
other learning opportunities. Chief Learning
Officer. Retrieved from
http://www.clomedia.com/2016/06/17/employees-demand-
training-over-other-
learning-opportunities/
The following article provides more information about strategic
training and development and how it can be
used to obtain further success within an organization.
Strategic training and development: A gateway to organizational
success. (2008). HRMagazine, 53(3), S1.
Retrieved from
https://libraryresources.columbiasouthern.edu/login?auth=CAS
&url=http://go.galegroup.com.libraryre
sources.columbiasouthern.edu/ps/i.do?p=ITOF&sw=w&u=oran9
5108&v=2.1&it=r&id=GALE%7CA17
7028732&asid=822227190c59ffbfddc77914c427d6c1
As mentioned in the lesson, the following article discusses what
a learning organization is.
Wilhelm, W. (2017, February 22). What are learning
organizations, and what do they really do? Chief
Learning Officer. Retrieved from
http://www.clomedia.com/2017/02/22/37471/

12. Learning Activities (Nongraded)
Nongraded Learning Activities are provided to aid students in
their course of study. You do not have to submit
them. If you have questions, contact your instructor for further
guidance and information.
The learning activities below create the opportunity to apply
your knowledge. Each of the activities introduces
topic material from the unit lesson including self-assessment
tools, career research, interview best practices,
and industry knowledge development (from a manager
standpoint). You may complete one or all of the
assignments below, which can be found in your textbook.
http://www.workforce.com/2015/02/27/talent-management-
orientation-guide/
http://www.clomedia.com/2016/06/17/employees-demand-
training-over-other-learning-opportunities/
http://www.clomedia.com/2016/06/17/employees-demand-
training-over-other-learning-opportunities/
https://libraryresources.columbiasouthern.edu/login?auth=CAS
&url=http://go.galegroup.com.libraryresources.columbiasouther
n.edu/ps/i.do?p=ITOF&sw=w&u=oran95108&v=2.1&it=r&id=G
ALE%7CA177028732&asid=822227190c59ffbfddc77914c427d6
c1
https://libraryresources.columbiasouthern.edu/login?auth=CAS

13. &url=http://go.galegroup.com.libraryresources.columbiasouther
n.edu/ps/i.do?p=ITOF&sw=w&u=oran95108&v=2.1&it=r&id=G
ALE%7CA177028732&asid=822227190c59ffbfddc77914c427d6
c1
https://libraryresources.columbiasouthern.edu/login?auth=CAS
&url=http://go.galegroup.com.libraryresources.columbiasouther
n.edu/ps/i.do?p=ITOF&sw=w&u=oran95108&v=2.1&it=r&id=G
ALE%7CA177028732&asid=822227190c59ffbfddc77914c427d6
c1
http://www.clomedia.com/2017/02/22/37471/
BHR 4680, Training and Development 5
UNIT x STUDY GUIDE
Title
The following is a great website to visit that will help in
identifying your current learning style:
www.educationplanner.org. The path to access the assessment is
provided below.
1. Hover over “Students,” and a dropdown will appear.
2. Click “Self Assessments.”
3. Click “What’s Your Learning Style?”
4. Click “Answer the 20 Questions,” and begin the assessment.
The assessment takes you through a series of 20 questions.
Select your best choice, and then click the red
apple arrow. Once you complete the 20 questions, your results

14. will appear. Also, keep in mind, you will not be
able to save the results or return to the previously answered
questions; however, you can print the results.
The print feature is available in the upper right-hand corner of
the screen.
http://www.educationplanner.org/