The document summarizes the future trends that will affect training and development. It discusses how new technologies, virtual work arrangements, rapid design approaches, intellectual capital management, embedded learning, and performance analysis will increasingly influence training. It also describes how training partnerships and outsourcing will grow. Finally, it outlines the key issues in implementing organizational change through training, such as overcoming resistance and managing the transition process.
Training & Development - Designing a training program - key factors, strategi...ShatakshiSingh17
This presentation is related to Training and Development which talks about the key factors of designing a training program, the strategies which are faced by the training design managers while designing an effective training program and also the challenges which the design manager has to face on a daily basis while designing the training program.
The Future of Training and Development - Joseph F Valencia MBAJoseph Valencia
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.
Training & Development - Designing a training program - key factors, strategi...ShatakshiSingh17
This presentation is related to Training and Development which talks about the key factors of designing a training program, the strategies which are faced by the training design managers while designing an effective training program and also the challenges which the design manager has to face on a daily basis while designing the training program.
The Future of Training and Development - Joseph F Valencia MBAJoseph Valencia
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.
The tenth chapter of Effective HR deals with Training Evaluation and Management. Through this presentation know the significance of training and evaluation. Understand the training evaluation models and the methods of training evaluation. Donald Kirkpatrick’s training evaluation model is also discussed in the presentation.
For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/SlideShareEffectHR
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Kannur University MBA slides 3rd Semester, Training Need Analysis, Training and Development Class note for the students
details about the TNA is discussed
Introduction: Introduction to training, need for Training and Development, differences of Training and Development, importance of Training and Development in organization.
This presentation is an Introduction to Training and Development in Effective HR. The concepts of Human Resource Management are explained in this chapter. This involves the role, position and structure of the HRM department. The presentation has been prepared by Welingkar’s Distance Learning Division.
For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/SlideShareEffectHR
Join us on Facebook: http://www.facebook.com/welearnindia
Follow us on Twitter: https://twitter.com/WeLearnIndia
Read our latest blog at: http://welearnindia.wordpress.com
Subscribe to our Slideshare Channel: http://www.slideshare.net/welingkarDLP
The tenth chapter of Effective HR deals with Training Evaluation and Management. Through this presentation know the significance of training and evaluation. Understand the training evaluation models and the methods of training evaluation. Donald Kirkpatrick’s training evaluation model is also discussed in the presentation.
For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/SlideShareEffectHR
Join us on Facebook: http://www.facebook.com/welearnindia
Follow us on Twitter: https://twitter.com/WeLearnIndia
Read our latest blog at: http://welearnindia.wordpress.com
Subscribe to our Slideshare Channel: http://www.slideshare.net/welingkarDLP
Kannur University MBA slides 3rd Semester, Training Need Analysis, Training and Development Class note for the students
details about the TNA is discussed
Introduction: Introduction to training, need for Training and Development, differences of Training and Development, importance of Training and Development in organization.
This presentation is an Introduction to Training and Development in Effective HR. The concepts of Human Resource Management are explained in this chapter. This involves the role, position and structure of the HRM department. The presentation has been prepared by Welingkar’s Distance Learning Division.
For more such innovative content on management studies, join WeSchool PGDM-DLP Program: http://bit.ly/SlideShareEffectHR
Join us on Facebook: http://www.facebook.com/welearnindia
Follow us on Twitter: https://twitter.com/WeLearnIndia
Read our latest blog at: http://welearnindia.wordpress.com
Subscribe to our Slideshare Channel: http://www.slideshare.net/welingkarDLP
Unit VIII Homework Conduct a phone or personal interview wi.docxaryan532920
Unit VIII Homework
Conduct a phone or personal interview with a current or past manager. Ask this person to describe the role that training plays in the company and where he or she thinks the future of training is headed for the organization. Do you agree with the manager? Please justify your response.
Use Microsoft Word to create your response. The write up should be between three to five pages in length, and all sources used need to be cited according to APA format.
BHR 4680, Training and Development 1
Course Learning Outcomes for Unit VIII
Upon completion of this unit, students should be able to:
7. Compare and contrast internal and external validity.
7.1 Identify future trends that will affect training.
7.2 Explain how benchmarking can help determine if change is necessary.
7.3 Discuss the future skills and competencies of trainers.
10. Analyze the results of a training needs analysis (TNA) to determine the content, methods, and
instructional media necessary for a given training requirement.
10.1 Define re-engineering and explain the process.
10.2 Discuss the key issues in implementing change.
Reading Assignment
Chapter 11:
The Future of Training and Development
Unit Lesson
What are some of the future trends that might affect training?
Greater use of new technologies for training delivery
Increased demand for training for virtual work arrangements
Increased emphasis on speed in design, focus in content, and use of multiple delivery methods
Increased emphasis on capturing and sharing intellectual capital
Increased use of true performance support
Increased emphasis on performance analysis and learning for business enhancement
Increased use of training partnerships and outsourcing training
A change model perspective to training and development
There will be an increase in the use of new technologies for several reasons:
The cost of new technologies will decrease.
Technology will help employees to better serve customers and generate new business.
It can reduce training costs.
It allows trainers to build the desirable features of a learning environment into training.
Training can be delivered at any place and time.
Based on how quickly technology is growing, there is an increased demand for training in virtual work
arrangements. The location, organization structure, and employment relationships are not limiting factors in
virtual work arrangements. There are two major training challenges—companies must invest in training
delivery methods that facilitate digital collaboration, and teams and employees must be provided with tools
needed for finding knowledge.
There is an increased emphasis on the speed in the design, content, and use of multiple delivery methods.
Rapid instructional design (RID) is a group of techniques that allows training to be built more quickly and
efficiently. Although there are a number of principles that are ...
Running Head TRAINING AND DEVELOPMENT PROPOSALTRAINING AND DE.docxagnesdcarey33086
Running Head: TRAINING AND DEVELOPMENT PROPOSAL
TRAINING AND DEVELOPMENT PROPOSAL
11
Training And Development Proposal
Katrina A. Kinlow
Dr. T.A. Swinney
335 – Training and Development
February 1, 2015
Training and Development Proposal
Introduction
Computer Aided Design
Solution
s is a small business that has been started to provide solutions to design problems. The scope of the business ranges from design of machinery and structures like buildings to household vessels. The design program has to be taught to individuals to enable them to inductively participate competently in the market of design solutions. I always get invited to offer consulting services in this field. I will draw heavily from my experience when I provide training and development services to this business. There are numerous challenges to be overcome for one to be successful as I will show herein.
Training Methods to Be Used
Good learning and development initiatives in the Design field always feature a combination of many methods that, blended together, produce one effective training program. Below are some of the ways of delivering training and development activities for the consulting services.
Orientation
Orientation will familiarize the new trainees with the field of Computer Aided Design. It will be conducted through training manuals, a one-on-one meeting with a consultant who will give a lecture. Newcomers will receive information on our company's history and strategic position, the key people in authority at the business, the structure of departments and how they contribute to the overall mission of the enterprise, and the employment policies, rules, and regulations.
Lectures
Lecturers are a verbal method of presenting information; lectures are mainly useful in situations when the goal is to impart the same information to a large number of people at one time.
Case Study
The Case study method of training is a non-directed method of study where trainees are given practical case reports with similar situations and facts as the current situation to analyze. The case report includes a thorough description of a simulated or real-life situation.
Role Playing
Students assume a role outside of their current role and responsibilities and play out that role within a group. A facilitator creates a scenario that is to be acted out by the participants under the guidance of the facilitator. While the situation might be contrived, the interpersonal relations are genuine. In addition, participants receive immediate feedback from the facilitator and the scenario itself, allowing better understanding of their behavior.
Computer-Based Training
This method of training will involve the use of computers and computer-based instructional materials as the primary medium of instruction. Computer-based training programs will be useful to structure and present instructional materials, as well as facilitate the learning process for the trainee.
Elements of Training and Developmen.
Meaning of Training and Development ,objectives of Training and Development ,Methods of Training and Development and Methods of Training and Development used in IBM
Training and development through e learning a case studyTapasya123
Telecom sector plays an important role in supporting the growth of other
sectors of the Indian economy .Indian Telecom Industry has a multiplier
effect in the country and also contributes in the efficiency of the economy
India's internet industry is expected to contributes US$ 100 billion to
India's gross domestic product (GDP). With contributing of about 5.3% in
India’s GDP, telecommunications with Information Technology has
significantly accelerated the growth rate of the economic and social sectors
of India very clearly. In fact, the National Telecom Policy 2012 (NTP 2012)
works with a vision to transform the country into a more empowered and
inclusive knowledge-based country, using telecommunications as an
important platform. According to the World Bank, a 10% increase in
mobile penetration boosts per capita and GDP by 0.8% points in developing
nations. Through this paper researcher wants to discuss
telecommunication sector as a prime driver in accelerating India’s
economic growth. Indian Telecom Industry has a multiplier effect in the
country and also contributes in the efficiency of the economy.
A digital learning strategy makes a significant and positive impact on organizations, learners, and patients. Learning management systems empower organizations to deploy educational programs, develop competencies, and apply accreditations.
In this webinar we covered best practices when considering moving from classroom-based training to online delivery. This includes the needs of your audience, content creation, delivery, post training data collection, and learning analytics insights.
1. TRAINING & DEVELOPEMENT
Instructor:Yrd. Doç. Dr. Melek Birsel
Topic: The Future of Training &
Development
By: Fathe Mahdi Wozir
Dec,13,2012
2. CONTENTS (24 Slides)
1. FUTURE TRENDS THAT WILL AFFECT TRAINING
-NEW TECHNOLOGIES
-VIRTUAL WORK ARRANGEMENT
-DESIGN, CONTENT & DELIVERY METHOD
-INTELLECTUAL CAPITAL
-PERFORMNACE SUPPORT
-PERFORMANCE ANALYSIS
-PARTNERSHIP & OUTSOURCING
2. A CHANGE MODEL PERSPECTIVE TO TRAINING & DEVELOPMENT
-CHANGE RELATED PROBLEMS
-STEPS IN A CHANGE PROCESS
-METHODS TO DETERMINE WHETHER CHANGE IS NEEDED
(BENCHMARKING & PROCESS REENGINEERING)
-KEY ISSUES IN IMPLIMENTING CHANGE
2-25
3. Increased Use of New Technologies for
Training Delivery
The use of Online learning, Mobile learning(Ipods) & other
Technologies will likely increase in the future. The main reasons
include:
The cost of new technologies will decrease.
Technology will help employees to better serve customers and generate
new business.
It can reduce training costs (travel, food, housing).
It allows trainers to build into training the desirable features of a
learning environment (practice, feedback, reinforcement).
Training can be delivered at any place and time (contingent employees,
alternative work arrangements).
New technologies that combine computer science, instructional design & graphic
interfece have potential to increase the ability to learn.
Examples-Teleimmersion, -virtual retinal display -Digital Avatar
-instant messaging -Networking websites -blogs &social soft wares
4. Increased Demand for Training for Virtual
Work Arrangements
Virtual Work arrangements Include virtual Teams as well as
Telecommuting, work conducted in a remote location.
Communication is mainly electronically.
Location, organization structure, and employment relationships
are not limiting factors in virtual work arrangements.
here, Leadership, Shared Value & rewarded Goals are important
Two training challenges:
Companies must invest in training delivery methods that facilitate digital
collaboration.
Teams and employees must be provided with tools needed for finding
knowledge.
4-25
5. Increased Emphasis on Speed in Design, Focus in Content,
and Use of Multiple Delivery Methods
Due to new technology, trainers are being challenged to find new
ways to use instructional design.
Two Shifts are taking place:
-who is leading the learning-from instructor to employee
-Place-from workplace to mobile learning
Trainers must determine the best way to design Effective Training
Rapid Instructional Design (RID)-a group of techniques that
allows training to be built more quickly-(time & cost Reduction)
Two important principles in RID:
Instructional content and process can be developed independent of each
other.
Resources devoted to design and delivery of instruction can be
reallocated as appropriate. 5-25
7. Increased Emphasis on Capturing and
Sharing Intellectual Capital
Companies that recognize the strategic value of becoming a learning
organization & are concerned about the loss of valuable knowledge
(e.g. due to retirement) will continue to seek ways to turn
employees’ knowledge(human capital) in to a shared company asset.
Trainers & training departments will be charged with managing
knowledge & coordinating organizational learning.
Sharing knowledge and contributing to intellectual capital will
become more common as collaborative social networking
technology and Web tools make this simpler to implement.
Positions like knowledge manager or chief information officer
Trainers must be technologically literate.
7-25
8. Increased Use of True Performance Support
Companies are moving away from courseware & classes as performance
improvement method to support that is available during work, i.e. true
performance support
Embedded Learning - occurs on the job as needed; involves
collaboration and nonlearning technologies(e.g instant
messaging); is integrated with knowledge management.
May become increasingly prevalent as companies cannot have
employees spend hours on classroom or online learning that is not
directly relevant to their current job demands.
Formal methods will not disappear but will focus more on development
of competencies that can benefit the employee and the company in the
long run, but embedded learning will focus on providing the learning
that the employee needs to complete key jobs tasks.
Embedded learning –task specific, real time content and simulation 8-25
9. Increased Use of True Performance Support
(cont.)
Learning is expected as a result of collaboration with employees and
machines in the work process.
In the future, employees will:
be presented with short learning episodes embedded in
their work.
be alerted when the learning episodes are needed.
have direct connections to experts.
be continuously connected online wirelessly.
have simulations for guidance.
Technology available for collaboration includes virtual classroom
software and asynchronous tools.
9-25
11. Increased Emphasis on Performance Analysis and
Learning for Business Enhancement
Training departments are shifting their focus from training as a
solution to business problem to a performance analysis approach.
Performance Analysis Approach - identifying performance gaps
or deficiencies and examining training as one possible solution for
the business units.
Three ways Training departments will need to be involved are:
Focus on interventions related to performance improvement.
Provide support for high-performance work systems.
Developing systems for training administration, development & delivery
that reduces cost & that increases employees’ access to learning
Companies are striving to create high performance workplace- &
this forces trainers to prepare & provide effective training in
interpersonal, quality, and technical skills as well as to help
employees understand production system/customer service 11-25
12. 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.
The role of external suppliers of training
increases.
Application Service Provider (ASP) - a
company that rents out access to software for a
specific application. Helps to offer structured
content & custom option.
12-25
13. SKILLS FOR FUTURE TRAINERS
Some of the major skills needed are:
-Matching Training content & Methods to the local culture of work force
-Designing a learning space as well as content in a technology-driven
learning environments
-Use of Multimedia Tools including audio, video, webcast & live action
-Use of assessment to determine Trainees’ learning style
-Facilitate Learning & stay in touch with employee, managers &
business units to identify what they need and act accordingly
-Developing & delivering learning that is integrated with the job
-Packaging & delivering training in different formats for beginners &
experts
13-25
14. Training and Development From a Change
Model Perspective
First of all training is a tool to bring change-in b/r, attitude or skill
For new training or development practices to be successfully
implemented, they must be accepted by the customer (Manager,
upper manager, employee).
1. Employees must understand reasons for change and agree with the reason.
2. Employees must have the skills needed to implement the change.
3. Employees must see managers and employees in power positions support
the change.
4. Organizational structures such as compensation & performance
management system must support the change.
Change is not easy & resistance might occur at any time. So a
change model is developed where the process of change is based on
the interaction among four components of the organization.
14-25
16. Training and Development From a Change
Model Perspective(Cont.)
There are four change related problems that need to be addressed
before implementation of any new training practice:
1. Resistance to change :-Managers’ & Employees’ unwillingness to change
2. Control:-change can cause managers & employees to have less
control over resources
3. Power:- the ability to influence others becomes less(due to autonomy)
4. Task Redefinition;- change creates a change in managers’ &
employees’ roles & job responsibilities
16-25
17. Steps in a Change Process(recommendations for
successful change)
17
18. Methods to Determine Whether Change is
Necessary
From a systems perspective, companies and trainers
need to:
understand both internal and external environments.
Specifically, they need to understand the effectiveness and
efficiency of current training practices.
Also be aware of other companies’ practices to ensure that their
training practices are the best possible.
Concerning this, two concepts are forwarded,
-Benchmarking &
-Process Reengineering
18-25
19. Methods to Determine Whether Change is
Necessary (cont.)
Benchmarking-: is the practice of finding examples of excellent products,
services or systems (i.e. best practices).
It is important component of companies’ quality strategy. By looking at how
excellent companies conduct training, a company can identify how its training
practices compare to the best practices and also to learn from others.
In short, it provides information about other companies’ best practices.
Process Reengineering-: is a complete review of critical processes &
redesign of those processes to make them more efficient & able to deliver higher
quality.
Especially important when trainers attempt to deliver training using new
technologies. It can be used to review the training department functions &
processes or to review a specific training program or development program
practice such as a career management system
It provides information about the effectiveness and efficiency of training systems
within the company. 19-25
21. Key Issues in Implementing Change
Companies face many forces(previous discussions)-so to
overcome this, they have to change (to become
successful)
Organization Development is a planned, systematic
change process that uses behavioral science knowledge
and techniques to improve companies’ effectiveness by
improving relationships and increasing learning and
problem-solving capabilities.
21-25
22. Key Issues in Implementing Change (cont.)
Change Management - process of ensuring that new
interventions such as training practices are accepted and used by
employees and managers. ¾ of reengineering, TQM, strategic
planning & downsizing efforts in our world failed. Thus,
Four issues must be considered to facilitate the change
management process:
1.Overcoming resistance to change.
-involve affected people in planning the change & reward them
-divide the implementation of the new practice in to stapes
2.Managing the transition to the new practice.
-communicating a clear picture of the future &
-creating organizational arrangements for the transition(help
22-25
line, contact person)
23. Key Issues in Implementing Change (cont.)
3.Shaping political dynamics.
-Managers need to seek the support of key power groups
including formal & informal leaders.
- Publicizing the function & value of training & the department
-Avoid the most common misconception about training (E.g.
Training is not Valuable, it is an Expense not investment,
anybody can be trainer, training is responsibility of trainer, etc)
4.Using training to explain new Tasks
- change not only involve alteration of the way service or process
is going to be provided, but also in employees’ & managers’ role.
Managers & employees need to be trained to deal with new
system 23-25
24. Key Issues in Implementing Change (cont.)
Change Interventions
Besides Training, there are several interventions that companies have
used successfully to bring about change. These are:
Survey feedback - collecting information about employees’ attitudes
and perceptions using a survey, summarizing the results, and providing
employees with feedback to stimulate discussion, identify problems, and
plan actions to solve problems.
Process consultation - a consultant works with managers or other
employees to help them understand and take action to improve specific
events that occur at work. E.g. Analysis of Relationships between
employees, the workflow, how decisions are made, etc.
24-25
25. Key Issues in Implementing Change (cont.)
Group Interventions - involves employees from different parts of the
organization. They may also involve customers, and other stakeholders
from outside. It brings together the participants in an off-site setting to
discuss problems and opportunities or to plan change.
Large group interventions seek to bring about radical change in the entire
company by involving the entire company system
Intergroup Activities attempts to improve relationships among different
teams, departments or groups.
25-25