A SYSTEMATIC APPROACH

Training The planned and systematic modification of behaviour through learning events, programmes and instruction which enable individuals to achieve the level of knowledge, skills and competence to carry out their work effectively.

Organisational objectives Job requirements - Job analysis, specifications, description - Role/skill analysis - Employee surveys - Competence definition Human resource audit Peoples current skills: - Testing - Observation - Self assessment - Appraisal

Training is the planned and systematic modification of behaviour through learning events, programmes and instruction which enable individuals to achieve the level of knowledge, skills and competence to carry out their work effectively
Among the benefits described are motivation and increased productivity The benefits of training for the individual include enhancing skills and improving performance in the job

A thorough analysis of the training needs should be carried out as part of a systematic approach to training. This should ensure that the training programmes used to meet organisational and individual requirements. This may identify a training gap and the organisation should then set training objectives to bridge the gap
Development is the growth or realisation of a persons ability and potential through the provision of learning and educational experiences

Development is a wider concept than training, although

training provides learning and educational experiences for development

Skills/competence development Acquiring job-relevant knowledge, skills etc through education and training Career development Identifying career aspirations and planning progression thorough: Gathering different experiences Using mentors and role models Accepting opportunities and challenges Personal development Seeking wider learning experiences, to meet selfactualisation needs and goals.

Employability development
Acquiring a portfolio of experience/competence that enhances mobility/value in the labour market.

Individuals can incorporate training and development objectives into a personal development plan. You can take a systematic approach to planning your own development, setting your own objectives and deciding how you will achieve these. In common with other planning approaches we have met on this course, you would also formulate an action plan agreed with management, and monitor its progress toward achieving your objectives.

On-the-job training methods

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Sitting with Nellie Job instruction Coaching Job rotation Temporary promotion

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Observation/limitation Demonstration/explanation Guidance, advice, teaching Gaining work experience Gaining management experience Assistant to positions Shadowing managerial work Committee/project work Exposure to other functions Apprenticeships Mix of off-and on-the job

Induction training is the introduction of new recruits to the job, work place and work group. It begins an ongoing process of development.

On the job training methods include: o Observation. You watch experienced colleagues and model their behaviour o Information and advice from colleagues o Job instruction by colleagues. A more experienced colleague demonstrates a procedure and you attempt it under their supervision o Coaching by colleagues. Similar to job instruction but you have more input into the learning process o Work experience. Learn by taking on new challenges o Mentoring by a colleague. A more experienced or senior colleague acts as a guide and encourager. The aim is to empower you to take responsibility for your own career o Experiential learning. Deliberately learning from your own work experience