TAEDEL402A Lecture 1: Week 1
8 May 2018
School
Course
Professor
WEEK 1 – INTRODUCTION TO TRAINING & DEVELOPMENT
Goals of HRM: attract an effective workforce, develop an effective workforce, train an effective workforce
Reasons for importance of training and learning: pace of change, organisational survival, learning-competitiveness
link, employability, talent attraction, engagement and retention, knowledge era
What is training?: planned process focused on changing knowledge, skills or attitudes to achieve identified and
measurable outcomes
What is the goal of training?: to allow employees to master the knowledge, skills and behaviours emphasized
What is education?: a process and a series of activities which aim at enabling an individual to assimilate and develop
knowledge, skills, values and understanding that are not simply related to a narrow field of activity but allow a broad
range of problems to be defined, analysed and solved
What is learning?: when people can demonstrate that they know something they did not know before (insights and
realisations, as well as facts) and/or when they can do something they could not do before
Difference between learning and development:
Learning is an increase or change in knowledge or skill that occurs as a result of some experience.
Development is an ongoing, longer-term change that occurs through many learning experiences.
Therefore, learning experiences contribute to development
Workplace Learning: the learning that is embedded in everyday goal-directed work activities
What is Human Resource Development (HRD)?: the field of study and practice responsible for fostering of a long-
term, work-related learning capacity at the individual, group and organisational level of organisations. As such it
includes, - but is not limited to - training, career development and organisational development
Key Components of Learning:
What is Instructional System Design (ISD)?: process for designing and developing training programs. The ISD process
should be systematic and flexible enough to adapt to organisational needs.
Training Design Process: Analysis, design, development, implementation, evaluation (ADDIE)
Training Design Process:
1. Conducting needs assessment
2. Ensuring employees’ readiness for training
3. Creating a learning environment
4. Developing an evaluation plan
5. Ensuring transfer of training
6. Selecting training method
7. Monitoring and evaluating the program
find more resources at oneclass.com
find more resources at oneclass.com
Document Summary
Week 1 introduction to training & development. Goals of hrm: attract an effective workforce, develop an effective workforce, train an effective workforce. Reasons for importance of training and learning: pace of change, organisational survival, learning-competitiveness link, employability, talent attraction, engagement and retention, knowledge era. : planned process focused on changing knowledge, skills or attitudes to achieve identified and measurable outcomes. : to allow employees to master the knowledge, skills and behaviours emphasized. : when people can demonstrate that they know something they did not know before (insights and realisations, as well as facts) and/or when they can do something they could not do before. Learning is an increase or change in knowledge or skill that occurs as a result of some experience. Development is an ongoing, longer-term change that occurs through many learning experiences. Workplace learning: the learning that is embedded in everyday goal-directed work activities.
