Employee Development Report

The concept of training and development is the general idea of training and development and employee performance. In the dynamic environment that is the world of business, to never become obsolete the company has to first recognize that its greatest resource is its human capital and the

Qualified employees may get the opportunity to work for and with specialized managers or other corporate heads to learn from these individuals.

Training is a planned effort to enable employees to learn job-related knowledge, skills, and behavior. Development involves acquiring knowledge, skills, and behaviors that improve employees’ ability to meet the challenges of a variety of new or existing jobs, including the client and customer demands of those jobs (p. 9).

There is no doubt at all that learning has a great impact on personal development and socio-economic success. A well embedded learning and development strategy will certainly increase personal capability and release high performance. Evidence shows that ‘learning and its benefits are dynamic in the sense that benefits gained in

Training and development is one of the many essential functions of human resource management; it is deemed as the planning learned experience by which employees are taught various aspects of a given job and most importantly how to perform a job and or a future tasks. The basis for training and development implementation is to mold an efficient employee who performs tasks effectively resulting in optimum productivity, which aids in an organization’s overall aspirations. Job training has been around for centuries and has been utilized to teach individuals task specific to a given job or industry; it differs from education which affords individuals general information regarding traditional topics such as science, math, history, reading, and writing. Over those centuries, a few training methods have been explored such as on the job training, classroom training, vestibule training, systematic training, and the most currently used computer training. Within each of these, training methods can be found imperative information to assist an organization successfully meeting objectives.

A free sample chapter from Introduction to Learning and Development Practice. by Kathy Beevers and Andrew Rea Published by the CIPD. Copyright © CIPD 2010 All rights reserved; no part of this excerpt may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise without the prior written permission of the Publishers or a licence permitting restricted copying in the United Kingdom issued by the Copyright Licensing Agency. If you would like to purchase

Training is an important aspect of all organizations. Although an individual brings to the organization a specific set of skills and knowledge, it is important that these individuals be consistently developed to ensure growth of the employee and the organization. A method to ensure that training programs are successful and are meeting objectives is to conduct assessments. Assessments can help managers and the organization better understand their employees and who can be developed. In addition, it is a way to find out who cannot be developed and may no longer fit with the organization.

This analysis will analyze the process of instructional design. It will discuss the instructional design disciplines. There will be a discussion on instructional design and how it aligns with scientific methods. The ADDIE model will be detailed in this essay. The difference between instructional theory and learning theory will be compared and defined. The most important component of the instructional design process will be visited. The task that instructional designers perform will be discussed as well as the skills that he or she is required to possess. The conclusions drawn will be included.

Training and Development is a powerful and cost effective tool for any organization provided it is implemented to match the needs and objectives of the business.

This paper shows a reflection what I have understood, realized, and learned in Facilitating Training and Development course.

Training and development has become increasingly essential to the success of modern organisations, yet some still look at training as a problem or as something that is not taken seriously. Training and development is one key approach used by organisations to improve and maintain the capabilities of its workforce. However, many experts distinguish between training and development, being that training tends to be more closely focused and adapted towards short-term performance concerns, while development tends to be adapted more towards expanding an individual’s skills for future responsibilities (Snell and Bohlander 2007). The main reason that organisations train their employees is to bring their knowledge, skills and abilities up to the

Instructional Design explain as “a systematic process that is employed to develop education and training programs in a consistent and reliable fashion”. Likewise, it might be considered a system for creating modules or lessons that build and improve the likelihood of learning, makes the obtaining of information and aptitude more effective, successful, and engaging, energizes the engagement of learners so they learn quicker and addition deeper levels of comprehension.

Training is a learning process in which employees get an opportunity to develop skill, competency and knowledge as per the job requirement. It is basically a set of activities designed to improve the competence and ability of individuals in order to better enable an organization to meet its objectives. Training is a short term process and its basic focus is on present job requirements. The objective of training is to enhance or improve the job performance of the individuals. Training is given by a certain trainer who has command on the training activities. On the other hand, development is an educational process in which the personnel of the organization get the chance to learn the in depth application of theoretical knowledge for their overall growth. It is about helping the person grow and extend the abilities. Development is long term as it focuses on the future and career improvement of the individuals. The trainee itself is responsible for his or her development. The objective of development of employees is to prepare them for future opportunities and challenges.

Training and development is defined as the heart of a continuous effort deigned to improve employee competency and organisational performance (Mondy, Robert and Shane 2002). Training provides trainees with information and skills needed for their current job, while development arms them with the knowledge needed for the future role.

Training and Development is a vital function of Human Resource Management. Training and Development act as the core factor which deals with maintaining and improving efficiency and effectiveness of the human resources at work in the organization. It is concerned with enhancing individual employee job performances as well as collective / group performances. Thus it will assist ultimately to improve organizational performances. Therefore it is clear that Training