Unit 1 Training and Development ***MATHGUY18***

BHR 4680, Training and Development 1 Cou rse Learning Outcomes for Unit I Upon completion of this unit, students should be able to: 1. Compare the relationship between human resources and human resources development functions in a large global organization to the functions of a small global organization. 1.1 Explain the training design process and how it relates to instructional systems design (ISD). 1.2 Dis cuss the difference between explicit knowledge and tacit knowledge. 1.3 Define training and why it is important. Reading Assignment Chapter 1: Introduction to Employee Training and Development Chapter 2: Strategic Training Unit Lesson If there is one thing that can be guaranteed in life, it is change. Of course, that is among a couple of others one could possibly argue. As in any environment, the workplace is also constantly being influenced by change. Whether it is environmental, organizational, or yo ur own work unit, you will be affected by change. These forces affecting the workplace make training a key ingredient to further enhance organizational effectiveness and value. The textbook illustrates the different forces influencing the workforce. Wheth er it is the economic cycles we must face, the global economy, or the value placed on assets and human capital, organizations must address these issues for survival. To survive, specific questions must be addressed to ensure your training product brings th e competitive edge desired. What skills and competencies are needed from our training professionals? W ho provides the training? Who is responsible for the training? If that trainer is you, which in many cases it could be, success will require you to unders tand the art and science associated with employee training and development. A major, if not the primary, reason organizations fail is because of people. Employee engagement and knowledgeable workers must be addressed as a way for an organization to gain a n advantage in the market. Training and development will assist in an organization’s competitiveness by increasing the knowledge of its workforce. Employee engagement can be increased with training emphasizing adaptation to change. Training is a planned process to enhance organizational value by facilitating employees’ learning of job - related competencies. As organizations compete to gain and/or maintain their place in the market, training has proven to give organizations a competitive advantage. Therefor e, to accomplish an effective training process, it must be designed, not haphazardly thrown together. As with any systematic approach, training design can be quite complex. In order to effectively meet complexity head on, one must simplify. Simplifying oft en requires a model . Models simplify a real entity and allow you to predict and forecast. Instructional Systems Design (ISD) is a process for designing and developing training programs to create models to assist organizations. Whatever training design process is developed, it needs to be able to adapt to the needs of the business. Throughout the years, training and the emphasis on learning has evolved as many businesses understand the importance it brings to the overall strategy of the organization. On ce the organization’s strategy is determined, training initiatives, activities, and metrics are established. Because these initiatives are then used UNIT I STUDY GUIDE Introduction to Training and Development