Introduction
The objective of this training is to impart knowledge, references, and key concepts to new corporate trainers that will increase their effectiveness in a Training & Development (T&D) department. This will be accomplished by answering five key questions:
1. What is T&D and why is it important?
2. What competencies must T&D professionals be able to demonstrate to be successful?
3. What influences T&D and why?
4. How is training designed, structured, and organized?
5. What are the traits of a successful T&D programs?
What is T&D and why is it important organizations? T&D is how organizations invest in their employees (Cartwright, 2003). It’s…show more content… However, for the purposes of this training, we will focus on a seven step process as annotated by Raymond Noe in his text “Employee Training & Development”: (1) conduct a needs assessment, (2) ensure employee are ready for training, (3) create a learning environment, (4) ensure transfer of training, (5) develop an evaluation plan, (6) select the training method, (7) monitor & evaluate the program The first step is to conduct a needs assessment to identify training gaps between actual employee performance and desired outcomes. This affords an opportunity to refocus and gather insights to improving the organization. Step two, ensure employees are ready for training, refers to whether learners have the personal characteristics (ability, motivation, attitudes and beliefs) necessary to learn and transfer training (Noe, 2009). Creating a learning environment is the third stage of the design process. This step identifies learning objectives, meaningful material, practice, feedback, community of learning, modeling, and program administration (Noe, 2010). Ensuring transfer of design is the fourth step. Essentially, this step ensures that employees apply what they learned in training at their jobs. The type of transfer of training needs to be considered prior to the development (Noe, 2009). The employee must understand “how to manage skill improvement as well as getting co-worker and manager support (Noe, 2010).” In order to demonstrate that learning
