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Human Resources Management
Learning & Development
Agenda
05 The L&D Stratgy
01 What is L&D?
03 why L&D matters?
07 Framework of L&D
02 The difference between L&D
04 principles of L&D
06 The L&D cycle
08 Summary
Learning and Development in HRM
4
5
1
3
2
4
History
Enabling Culture
Distinguish between learning &
Development
Comparison (Learning, Training,
Development, Education)
Comparison (Learning,
Development)
6 Significant of Learning,
Development
5
HRD concept was first introduced by Leonard Nadler in 1969 in a conference
in US. “He defined HRD as those learning experience which are organized,
for a specific time, and designed to bring about the possibility of behavioral
change”.
Enabling Culture is about closing the Cultural Gap between the where
the culture is today and where it should be. enabling culture means
its beliefs, values and behaviors are in sync with one another, and
they are well-aligned to support the organizational goal. When this
happens, the energy of the organization is flowing in the right
direction, as people are motivated and productivity is high
6
Definition of learning & Development
Learning and development, a subset of HR, aims to improve group
and individual performance by increasing and horning skills and
knowledge. Learning and development, often called training and
development, forms part of an organization's talent management
strategy and is designed to align group and individual goals and
performance with the organization's overall vision and goals
Organization
immune Against
Stability and
Renewal
acquisition of
knowledge, skills,
and attitudes.
Deep knowledge in
line with one's
development goals.
Comparison between (Learning, Training, Development,
Education)
7
Concept Description
Learning
The acquisition of knowledge, skills, or attitudes through experience, study,
or teaching. Training, development, and education all involve learning.
Training
Training is aimed at teaching immediately applicable knowledge, skills, and
attitudes to be used in a specific job. Training may focus on delivering
better performance in the current role or to overcome future changes.
Development
Development is aimed at the long term. It revolves around the broadening or
deepening of knowledge. This has to fit within one’s personal development
goals and the (future) goals of the organization. Development usually
happens voluntarily.
Education
Education is a more formal way to broaden one’s knowledge. Education is
often non-specific and applicable for a long time and is especially relevant
when a person has little experience in a certain area.
Comparison Chart between Training and Development
8
BASIS FOR COMPARISON TRAINING Development
Meaning Training is a learning process
in which employees get an
opportunity to develop skill,
competency and knowledge as
per the job requirement.
Development is an educational
process which is concerned
with the overall growth of the
employees.
Term Short Term Long Term
Focus on Present Future
Orientation Job oriented Career oriented
Motivation Trainer Self acquire knowledge
Objective To improve the work
performances of the
employees.
To prepare employees for future
challenges.
Aim Specific job related Conceptual , general knowledge
Significant of L&D
9
1- Attracting and Retaining Talent:
- Organizations invest effort and time to hire - top talent because usually
focusing on improvement his productivity also organizations retain
employees only as long as they add value to the organization.
2- Fostering the ‘Right’ Culture.
The modern workforce of the 2020s is increasingly virtual and geographically
dispersed so, L&D initiatives help build a feeling of community across the
geographically dispersed organization
3- Work Consistency
Soft skills and communication training are aimed at developing a good work
ethic across the organization. It drives up productivity in the organization
while also reducing the requirement for supervision. Reduced requirement of
supervision frees up the managers to focus on strategic planning
10
Significant of L&D
4. Building on Organizational Strengths.
The increased competition requires organizations to stay ahead of the
competition so, it is important to identify weaknesses ( areas of development)
at work to plug skill gaps that might exist also identify the team’s strengths to
retain the competitive advantage.
5- Brand Building.
Brand value is a key organizational asset. The brand conveys to the employees
and the market the organization’s financial strength, relative position within
the industry, and the quality of its products and services. L&D raise
organizations value, proposition , helping attract the best talent, and
enhancing business growth.
Learning and Development framework Aligned to
Company Mission and Vision
Organizational Learning and Development framework
with Key Programs
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Digital L & D
Framework
Penalties Cont….
OSHA may propose an additional penalty for each day an
employer fails to correct a previously cited violation beyond the
prescribed abatement date.
Failure to Abate
A violation where there is substantial probability that death or
serious physical harm could result and that the employer knew,
or should have known, of the hazard.
Serious
A violation that has a direct relationship to job safety and health,
but probably would not cause death or serious physical harm.
Other than serious
A violation that the employer intentionally and knowingly
commits or a violation that the employer commits with plain
indifference to the law. The employer either knows that what he
or she is doing constitutes a violation, or is aware that a
hazardous condition existed and made no reasonable effort to
eliminate it.
Willful
A violation of any standard, regulation, rule, or order where
OSHA finds a substantially similar violation during a re-
inspection.
Repeat
Penalties
Under the 2022 rule, the new maximum OSHA civil penalties will
be:
The U.S. DOL and U.S. EPA have
published their 2022 increases to civil
penalties.
Penalties Cont….
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01 02 04
03 05
Serious Other than serious Willful Repeat Failure to Abate
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Other
Potential
Penalties
Other Potential Penalties
Violating posting requirements can bring a civil
penalty of up to $7,000. (OSHA does not fine for failing
to post the “It’s The Law” poster (OSHA 3165).
Falsifying records, reports, or applications, upon
conviction in a court, can bring a criminal fine of
$10,000 or up to six months in jail, or both.
Assaulting a compliance officer or otherwise
resisting, opposing, intimidating or interfering with a
compliance officer in the performance of his or her
duties is a criminal offense.
Anyone convicted of such an action is subject to a
criminal fine of not more than $5,000 and
imprisonment for not more than three years.
The U.S. DOL and U.S. EPA have published their 2022
increases to civil penalties.
Under the 2022 rule, the new maximum OSHA civil
penalties will be:
Under the 2022 rule, the new maximum EPA civil
penalties will be:
EPA and DOL are required to
Readers familiar with EPA’s
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Success Business Handshake PowerPoint Templates (2).pptx

  • 3. Agenda 05 The L&D Stratgy 01 What is L&D? 03 why L&D matters? 07 Framework of L&D 02 The difference between L&D 04 principles of L&D 06 The L&D cycle 08 Summary
  • 4. Learning and Development in HRM 4 5 1 3 2 4 History Enabling Culture Distinguish between learning & Development Comparison (Learning, Training, Development, Education) Comparison (Learning, Development) 6 Significant of Learning, Development
  • 5. 5 HRD concept was first introduced by Leonard Nadler in 1969 in a conference in US. “He defined HRD as those learning experience which are organized, for a specific time, and designed to bring about the possibility of behavioral change”. Enabling Culture is about closing the Cultural Gap between the where the culture is today and where it should be. enabling culture means its beliefs, values and behaviors are in sync with one another, and they are well-aligned to support the organizational goal. When this happens, the energy of the organization is flowing in the right direction, as people are motivated and productivity is high
  • 6. 6 Definition of learning & Development Learning and development, a subset of HR, aims to improve group and individual performance by increasing and horning skills and knowledge. Learning and development, often called training and development, forms part of an organization's talent management strategy and is designed to align group and individual goals and performance with the organization's overall vision and goals Organization immune Against Stability and Renewal acquisition of knowledge, skills, and attitudes. Deep knowledge in line with one's development goals.
  • 7. Comparison between (Learning, Training, Development, Education) 7 Concept Description Learning The acquisition of knowledge, skills, or attitudes through experience, study, or teaching. Training, development, and education all involve learning. Training Training is aimed at teaching immediately applicable knowledge, skills, and attitudes to be used in a specific job. Training may focus on delivering better performance in the current role or to overcome future changes. Development Development is aimed at the long term. It revolves around the broadening or deepening of knowledge. This has to fit within one’s personal development goals and the (future) goals of the organization. Development usually happens voluntarily. Education Education is a more formal way to broaden one’s knowledge. Education is often non-specific and applicable for a long time and is especially relevant when a person has little experience in a certain area.
  • 8. Comparison Chart between Training and Development 8 BASIS FOR COMPARISON TRAINING Development Meaning Training is a learning process in which employees get an opportunity to develop skill, competency and knowledge as per the job requirement. Development is an educational process which is concerned with the overall growth of the employees. Term Short Term Long Term Focus on Present Future Orientation Job oriented Career oriented Motivation Trainer Self acquire knowledge Objective To improve the work performances of the employees. To prepare employees for future challenges. Aim Specific job related Conceptual , general knowledge
  • 9. Significant of L&D 9 1- Attracting and Retaining Talent: - Organizations invest effort and time to hire - top talent because usually focusing on improvement his productivity also organizations retain employees only as long as they add value to the organization. 2- Fostering the ‘Right’ Culture. The modern workforce of the 2020s is increasingly virtual and geographically dispersed so, L&D initiatives help build a feeling of community across the geographically dispersed organization 3- Work Consistency Soft skills and communication training are aimed at developing a good work ethic across the organization. It drives up productivity in the organization while also reducing the requirement for supervision. Reduced requirement of supervision frees up the managers to focus on strategic planning
  • 10. 10 Significant of L&D 4. Building on Organizational Strengths. The increased competition requires organizations to stay ahead of the competition so, it is important to identify weaknesses ( areas of development) at work to plug skill gaps that might exist also identify the team’s strengths to retain the competitive advantage. 5- Brand Building. Brand value is a key organizational asset. The brand conveys to the employees and the market the organization’s financial strength, relative position within the industry, and the quality of its products and services. L&D raise organizations value, proposition , helping attract the best talent, and enhancing business growth.
  • 11. Learning and Development framework Aligned to Company Mission and Vision
  • 12. Organizational Learning and Development framework with Key Programs
  • 13. Text Here You can simply impress your audience and add a unique zing and appeal to your Presentations. Easy to change colors, photos and Text. Text Here You can simply impress your audience and add a unique zing and appeal to your Presentations. Easy to change colors, photos and Text. Digital L & D Framework
  • 14. Penalties Cont…. OSHA may propose an additional penalty for each day an employer fails to correct a previously cited violation beyond the prescribed abatement date. Failure to Abate A violation where there is substantial probability that death or serious physical harm could result and that the employer knew, or should have known, of the hazard. Serious A violation that has a direct relationship to job safety and health, but probably would not cause death or serious physical harm. Other than serious A violation that the employer intentionally and knowingly commits or a violation that the employer commits with plain indifference to the law. The employer either knows that what he or she is doing constitutes a violation, or is aware that a hazardous condition existed and made no reasonable effort to eliminate it. Willful A violation of any standard, regulation, rule, or order where OSHA finds a substantially similar violation during a re- inspection. Repeat
  • 15. Penalties Under the 2022 rule, the new maximum OSHA civil penalties will be: The U.S. DOL and U.S. EPA have published their 2022 increases to civil penalties.
  • 16. Penalties Cont…. You can simply impress your audience and add a unique zing and appeal to your Presentations. You can simply impress your audience and add a unique zing and appeal to your Presentations. 01 02 04 03 05 Serious Other than serious Willful Repeat Failure to Abate
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  • 26. NO.1 POWERPOINT Modern PowerPoint Presentation Get a modern PowerPoint Presentation that is beautifully designed. You can simply impress your audience and add a unique zing and appeal to your Presentations. Easy to change colors, photos and Text. Get a modern PowerPoint Presentation that is beautifully designed. I hope and I believe that this Template will your Time, Money and Reputation. You can simply impress your audience and add a unique zing and appeal to your Presentations. Easy to change colors, photos and Text. Get a modern PowerPoint Presentation that is beautifully designed. You can simply impress your audience and add a unique zing and appeal to your Presentations. Easy to change colors, photos and Text. Easy to change colors, photos and Text. Get a modern PowerPoint Presentation that is beautifully designed. Success Business
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  • 51. Other Potential Penalties Other Potential Penalties Violating posting requirements can bring a civil penalty of up to $7,000. (OSHA does not fine for failing to post the “It’s The Law” poster (OSHA 3165). Falsifying records, reports, or applications, upon conviction in a court, can bring a criminal fine of $10,000 or up to six months in jail, or both. Assaulting a compliance officer or otherwise resisting, opposing, intimidating or interfering with a compliance officer in the performance of his or her duties is a criminal offense. Anyone convicted of such an action is subject to a criminal fine of not more than $5,000 and imprisonment for not more than three years.
  • 52. The U.S. DOL and U.S. EPA have published their 2022 increases to civil penalties. Under the 2022 rule, the new maximum OSHA civil penalties will be: Under the 2022 rule, the new maximum EPA civil penalties will be: EPA and DOL are required to Readers familiar with EPA’s
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