EDUC 240 Lesson 2 T&D Process Notes

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Concordia University *

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240

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Civil Engineering

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Jan 9, 2024

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EDUC 240 NOTES: LESSON 2: THE TRAINING AND DEVELOPMENT PROCESS INTRODUCTION VIDEO: - This lesson will introduce you to the training and development process by emphasizing the crucial role that it plays in promoting an organization’s competitiveness in the global marketplace - A firm’s investments in human capital, through training and development, have the potential to yield dividends for the individual, the organization, and even society at large - After presenting you with some of the basic definitions you will need to get started, one of the first issues we will tackle will be the similarities and di ff erences among key concepts including training, development, knowledge, learning and education - We will then turn our attention to the state of training and development in Canada and in Quebec - We will discuss how the evolution of information technologies, the rapid development of business strategies, the rate of change of products and services, and an aging workforce have all contributed to a need for increased training in the workplace - However, despite this, Canada lags behind its competitors in the training and development of its own employees - The global recession of 2008 and 2009 has caused a sudden surge in unemployment rates and this is also having an e ff ect on training since workers who have been laid o ff may need to update their skills in order to re-enter the workforce, and organizations will often cut their training budgets in times of financial hardship - The federal government has attempted to address this issue in its 2009 budget by allocating over a billion dollars to enhance the availability of training to those in need - You will also learn about a unique piece of legislation that exists in Quebec that rewards organizations who invest in the training of their employees - We will explore the impact of Bill 90, or the “1% Law” as it is more commonly known, now that it has been in e ff ect for over a decade - We will examine training and development as a reflection of the overall business strategy and the environmental and organizational factors that influence it - As a precursor to the lessons that will follow, this particular lesson will conclude with a brief introduction to the process used for the systematic design of instruction - In particular, you will notice that there are three basic stages to the development of training which involve the analysis of the problem, the design and delivery of a solution, and the evaluation of that intervention to see if it was successful at achieving the goals of the training PRE-TEST:

1. Overall, Canadian organizations spend more on training than organizations in the U.S., Europe, Asia and the Pacific. a) TRUE b) FALSE Answer Your answer is correct. 2. Strategy is one of the most important factors influencing training and development. a) TRUE b) FALSE Answer Your answer is correct. 3. One of the intrinsic benefits of training and development is the benefits realized by society. a) TRUE b) FALSE Answer Your answer is correct. Extrinsic (see pages 9-10, Saks and Haccoun, 2010). 4. One of the reasons for the underinvestment in training and development is the perception that training, learning, and development expenditures represent a cost rather than an investment. a) TRUE b) FALSE Answer

Your answer is correct. See page 12 (Saks and Haccoun, 2010). Training is always considered to be the best solution for solving performance problems. a) TRUE b) FALSE Answer Your answer is correct. Training does not solve all performance problems. 6. Training and development can facilitate an organization’s strategy, increase effectiveness, and improve employee recruitment and retention. a) TRUE b) FALSE Answer Your answer is correct. See page 7 in Saks and Haccoun (2010). 7. Performance management is the acquisition of knowledge, skills, and abilities to improve performance in one’s current job. a) TRUE b) FALSE Answer Your answer is correct. This is the definition of training (see page 6 in Saks and Haccoun, 2010).

*Training and Development is part of a larger system known as human resource development* STUDY MATERIALS: Check This Out: CIA Physical Training: - For this particular exercise what we’d like you to do first and foremost is to look at an example of a type of training in a particular environment and Human resource development is part of a larger system known as training and development. a) TRUE b) FALSE Answer Your answer is correct. It is the other way around (see page 6 in Saks and Haccoun, 2010). Organizational climate relates to the shared beliefs, values, and assumptions that exist in an organization. a) TRUE b) FALSE Answer Your answer is correct. Culture, not climate (see page 19, Saks and Haccoun, 2010). Training is strategic when it is aligned with individual development goals. a) TRUE b) FALSE Answer Your answer is correct.

for a particular target audience and to start thinking about how this would have been put together - In this particular example, you are going to meet Lindsay Moran, an ex- CIA officer (CIA being the Central Intelligence Agency in the US, the ones that house all the spies) - We are going to look at her, she talks about it actually quite freely on YouTube about the training that she went through, both the mental training and the physical training to become a CIA spy - There is a series of videos that are available on Youtube (just watch a few them) - As you're watching them, ask yourself if you were the head of the training and development division of the CIA: • How would you design training for CIA agents? • Just certain target audience? • Certain skills that are going to be required? • How are we going to measure those skills? • How are you going to deliver the training? • How should it be designed? • Who is your target audience? - These are the type of questions that we want you to get used to asking because throughout the course we are going to look at other examples together as we learn how to design training and development, and why it is so important and ubiquitous in different environments - Even though we may not recognize it or see the need for it, throughout the course we will try and hammer home that point as to how important it is to have a proper sequence for setting up training and to be able to measure it to find out if it's effective Listen to expert Lindsay Moran , former CIA spy (1998-2003), author of Blowing my Cover: - QUESTION 1: What types of physical training do CIA officers receive? - 1. Army physical fitness test - 2. Paramilitary training - 3. Defensive driving

- 4. Boating - 5. Hand-to-hand combat - 6. Jump school - Answer: Recruits all had to be able to pass the army physical fitness test before they could go through the paramilitary training, and then it was actually very physically gruelling (some of the trainees were very fit, but others weren’t) - For those who were not fit, the paramilitary training was very difficult - They learned defensive driving, how to man zodiac and speed boats, hand to hand combat and it all culminated with “jump school” where they all became air borne qualified by performing a certain number of jumps out of an airplane - QUESTION 2: Does the physical training help CIA officers in the field? - Answer: - The physical training helped Lindsay to go into her first post physically fit because the job of a CIA spy is a very sedentary job, so if you are starting at the pinnacle of physical fitness, you can at least deteriorate a little bit, which man spies do - The most important element of the physical training and how it helps in the field is that it builds up your confidence and gives you a sense of accomplishment so that by the time you leave the CIA’s training program, and particularly the paramilitary aspect of it, you really feel pretty invincible like there is nothing physically or mentally you cannot do - This really enables you when you go overseas to do that with a tremendous amount of confidence, which is what you need as a CIA agent - QUESTION 3: Do CIA officers continue to be physically fit after training? - Answer: No. The average CIA officer is not particularly physically fit, and this is a hypocrisy that bothered trainees: the fact that they were held to a very high standard and expected to be very physically fit, something that is good for them and that they all wanted but then they would look to their

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