1. Distinguish between training and development and human resource development.
Training is an educational process. People can learn new information, re-learn and reinforce existing knowledge and skills, and most importantly have time to think and consider what new options can help them improve their effectiveness at work. Effective trainings convey relevant and useful information that inform participants and develop skills and behaviors that can be transferred back to the workplace.
Development describes the growth of humans throughout the lifespan, from conception to death. The scientific study of human development seeks to understand and explain how and why ...view middle of the document...
a. Training focuses on technical, mechanical oriented operations while Development focuses on theoretical skills & conceptual ideas
b. Training is concerned with specific job skills &behavior while Development is concerned with related enhancement of general knowledge & understanding of non-technical organization functions
c. Training is Mostly for non-managers whiledevelopmentis for managers &executives
d. Training focuses on current jobs while development prepares for future jobs
e. Training focuses on short-term gainswhile Development focuses on long-term accruals
f. Training Is job-oriented process & is vocational in nature while Development is general in nature & strives to inculcate initiative, enterprise, creativity, dedication & loyalty amongst executives
3. Describe the factors that influence training and development.
An organization’s human resource development system is a key mechanism for enabling the achievement of business goals through what has been argued to be one of the few remaining sources of competitive advantage which are the people. Policies of the human resource are affected by the macro environmental factors which are also known as the PEST factors,this includes political, economic, social and technological factors. One part of the human resource system, that is training and development, has been promoted as a key strategic lever in the attainment of competitive advantage. The training and development is linked to positive organizational outcomes. It is also closely linked to national contextual factors such as the political system that play an important role in determining the types and levels of skills available in the labor market as well as in shaping national values and approaches to training and development issues. National context can therefore be considered a key predictor of organizational HRD practice.
4. Describe the training and development process.
Employee training and development is any attempt to improve current or future employee performance by increasing, through learning, an employee's ability to perform, usually by increasing his or her skills and knowledge. Employee training and development is important in any organization to increased job satisfaction and morale of employees. It is also important to increase employee motivation and the efficiencies in processes which would result to financial gain. Moreover, it can increase innovation in strategies and products. This would also result to reduction of employee turnover. Furthermore, training and development enhance company image and risk management.
Here is the process of training and development:
a. Assess and agree training needs: Conduct some sort of training needs analysis.
b. Create training or development specification: To identify what you want totrain and develop in people, you must break down the training or learning requirement into manageable elements.
c. Consider learning styles and personality: People's learning styles...