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What is Training: Training refers to a planned effort by a company to facilitate employees learning of jobrelated competencies.

. The goal of training is for employees to master the knowledge, skill, and behaviors emphasized in training programs, and apply them to their day-to-day activities Training Design Process

Assumptions of Training Design Approaches: Training design is effective only if it helps employees reach instructional or training goals and objectives. Measurable learning objectives should be identified before training. Evaluation plays an important part in planning and choosing a training method, monitoring the training program, and suggesting changes to the training design process. Forces Influencing the Workplace and Training: Globalization Need for leadership Increased value placed on knowledge Attracting and winning talent Quality emphasis Changing demographics and diversity of the work force New technology High-performance model of work systems

Core Values of Total Quality Management: Methods and processes are designed to meet the needs of internal and external customers. Every employee in the company receives training in quality. Quality is designed into a product or service so that errors are prevented from occurring, rather than being detected and corrected. The company promotes cooperation with vendors, suppliers, and customers to improve quality and hold down costs. Managers measure progress with feedback based on data. Skills needed to manage a diverse work- force include: Communicating effectively with employees from a wide variety of backgrounds. Coaching and developing employees of different ages, educational backgrounds, ethnicities, physical abilities, and races. Providing performance feedback that is free of values and stereotypes based on gender, ethnicity, or physical handicap. Creating a work environment that allows employees of all backgrounds to be innovative. Training Investment Leaders U.S. employers spend approximately $59 billion on formal training per year Approximately 1 to 2 percent of their payroll Training Investment Leaders invest 3 to 5 percent of payroll in training They train almost all eligible employees Employees spend twice as much time training as those in Benchmark firms They make a larger investment in learning technologies. Roles and Competencies of Trainers

Roles Analysis/Assessment Role Development Role Strategic Role

Competencies Industry understanding; computer competence; data analysis skill; research skill

Understanding of adult learning; skills in feedback; writing, electronic systems, and preparing objectives Career development theory; business understanding; delegation skills; training and development theory; computer competence

Instructor/Facilitator Role Administrator Role

Adult learning principles; skills related to coaching, feedback, electronic systems, and group processes Computer competence; skills in selecting and identifying facilities; cost-benefit analysis; project management; records management

The Future of Training and Development Future Trends Affecting Training: The use of new technologies for training delivery will increase. Demand for training for virtual work arrangements will rise. Emphasis on storage and use of intellectual capital will rise. Training departments will become virtual training organizations. Training will focus on business needs and performance. Training departments will develop partnerships and outsource. Training and development will be viewed more from a change model perspective.

Change Interventions:

(source- Book of Raymond A.Noes Employee Training and Development)