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This document discusses three processes for professional development planning: 1) The Save the Children process which involves setting objectives, agreeing on strategies, paying for external courses, and reviewing progress. 2) The Buildings school for the future process which focuses on annual management work discussions and monitor/review progress. 3) A comparison of the Save the Children and Buildings school processes, noting differences in methods, monitoring, internal/external support, and results.
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The document discusses training and development in organizations. It defines training and development and outlines the difference between the two. Some key benefits of training and development for both individuals and organizations are improved job performance, skills and knowledge, higher motivation and morale, and better ability to adapt to changes. The need for strategic training that supports organizational objectives is also discussed.
P&G training and development
P&G has over 118,000 employees operating in over 80 countries. The HR department consists of 10 teams and plays a key role in employee recruitment, development, and retention. P&G focuses on developing employees through on-the-job and off-the-job training methods. They utilize a 70:20:10 model where employees learn 70% from on-the-job experience, 20% from relationships, and 10% from formal training. P&G also provides leadership development training and orientations to help employees learn about company goals, policies, and culture.
Training and development
This document discusses training and development. It defines training as seeking to improve an individual's ability to perform their job by changing their skills, attitudes, and knowledge. Development focuses more on long-term personal growth and career advancement. The training process involves analyzing needs, setting objectives, designing training methods, implementing training, and evaluating results. Determining training needs requires analyzing the organization, tasks, and individuals to identify performance gaps that training could address.
Training & development
Introduction: Introduction to training, need for Training and Development, differences of Training and Development, importance of Training and Development in organization.
training & development
The document provides an overview of training and development. It discusses:
1) The need for training and development in organizations to improve effectiveness and achieve goals. Training addresses immediate changes while development focuses on long-term goals.
2) The systematic approach to training, which includes establishing requirements, needs assessment, materials selection, training delivery, and evaluation.
3) Different types of training including on-the-job and off-the-job methods. Development focuses on personal and professional growth through activities like special projects.
4) The importance of evaluating training through measuring reaction, learning, behavior, and results. This helps identify strengths, weaknesses, and the program's overall impact.
Ld 2020 agenda handouts sept 10
1. The document outlines nine principles for learning and development professionals to follow, including understanding the difference between training and learning, seeking to develop a learning culture, and recognizing that interventions have different strengths and weaknesses.
2. It recommends that L&D professionals determine the skills needed to deliver value, investigate how those skills are best acquired, ask who the key stakeholders are, seek to develop a learning culture, and design, deliver and monitor interventions to promote learning.
3. A classification of skills is provided, showing how skills can be acquired through formal training, coaching, self-study, experience and qualifications. The ladder of progression for employers, managers, learners and L&D professionals in supporting learning is also outlined
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Bpe w8
- 1. Professional Development Planning for your professional future ĐÀM QUANG ĐẠO 16043544 NGUYỄN ĐỨC TRUNG 16043579 NGUYỄN NHƯ QUỲNH 16043570 NGUYỄN NGÂN GIANG 16043546 Group 8
- 2. Table of contents Save the children process Buildings school for the future process Comparision
- 5. Comparison Save the Children Building Schools for the future Method “Theorist” method Performance and Development Scheme (PADS) Monitor & Review Progress reviewed by line manager monthly. No actual review between line manager and staff. Internal support Yes. Compulsory No. External support Yes. - Fees supported. - Can find course that you feel needed. Yes. - Fees supported. - Only courses for business benefits. Result Become more employable. More understanding about strategic thinking process of management. Better corporation between managers and staff.
- 6. ROLE • - Employee • - Line manager • HR