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CHAPTER 7: TRAINING AND DEVELOPMENT - Coggle Diagram
CHAPTER 7: TRAINING AND DEVELOPMENT
National Level Responses to Training
A nation’s competitive advantage depends on the skills and inventiveness of its people
The manner in which organizations seek to respond to this issue will be determined to a large extent by the views of the government
Initiatives
National/Scottish Vocational Qualifications (N/SVQs)
Statements confirming that the individual employee can perform to a specified standard and that they posses the skills, knowledge and understanding which makes possible such performance in the workplace.
5 levels
Investors in people (IiP)
Designed to be applicable to all organizations whether large or small, public or private, manufacturing or service
4 general principles
Commitment
Planning
Action
Evaluation
Apprenticeships
The aim was to take the best aspects from traditional apprenticeship schemes, update them and extend them to the service and public sectors (Gospel and Fuller, 1998)
2 levels
Industry level
Produce intelligence and analysis of future sector skill needs.
Reduce skill gaps and shortages by influencing the planning and funding education and training
Improve productivity
Develop occupational standards for skills in their sector
Increase opportunities for everyone in work to boost skills
Training and development: no longer a dichotomy?
Training and development have traditionally been seen as separate and a reflection of an organization’s hierarchy
On the one hand, training is ‘a planned process to modify attitude, knowledge or skill behaviour through learning experience to achieve effective performance in an activity or range of activities
Conducting training
3 broad categories in which training is likely to be located
Socialization initiative
Development initiative
Disciplinary initiative
Nine-step approach to developing training within the organization
Step 1: Assessing training needs
The identification of needed skills and active management of employee learning is integral to developing corporate and business strategies
Step 2: Preparing the training plan
The training plan is concerned with outlining what needs to be done based on the training needs of individuals, departments and the organization as a whole
Step 3: Specifying the training objectives
Employees should be able to accomplish when the training programme has been completed
Step 4: Designing the training programme
Programme duration
Programme structure
Instructional methods
Support resources and the selection of training materials
Training location or environment
Instructor and instructors experience
Instructor and instructors experience
Criteria and methods for assessing participants learning and achievement
Criteria and methods for evaluating the programme
Step 5: Selecting the instruction methods
In-company, on-the-job
In-company, off-the-job
External, off-the-job
Step 6: Completing the training plan
A complete training plan will have details about the target group
Step 7: Conducting the training
Step 8: Evaluating the training
Questionnaires
Tests or examinations
Projects
Structured exercises and case studies
Tutor reports
Interviews of trainees
Observation of courses
Participation and discussion during the training
Appraisal
Step 9: Planning further training