Scribd
Upload
28 views

Learning & Developing Program

This document outlines a 3 step Learning & Development program presented by Human Resource Development. The 3 steps are: 1) Assessment to establish training needs, objectives and timelines. 2) Training activity including selecting methods like on-the-job vs off-the-job training. 3) Evaluation to measure how well objectives were met. A variety of training methods are described from classroom activities to on-the-job coaching and new technologies like computer-based and web-based training. The goal is to improve employee performance through appropriate skills development.

Uploaded by

igunisu
Copyright
© Attribution Non-Commercial (BY-NC)
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
28 views

Learning & Developing Program

This document outlines a 3 step Learning & Development program presented by Human Resource Development. The 3 steps are: 1) Assessment to establish training needs, objectives and timelines. 2) Training activity including selecting methods like on-the-job vs off-the-job training. 3) Evaluation to measure how well objectives were met. A variety of training methods are described from classroom activities to on-the-job coaching and new technologies like computer-based and web-based training. The goal is to improve employee performance through appropriate skills development.

Uploaded by

igunisu
Copyright
© Attribution Non-Commercial (BY-NC)
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
You are on page 1/ 11

Learning & Development

program.
Presented by:
Human Resource Development (HRD)

• Example: http://
mcdonalds.com.au/careers/grow-with-us/man
agement-training
• HRD: about investment in learning and
improving performance of employees
→ a workforce with appropriate range of skills and
competencies.
L&D program – 3 steps
Logical sequence is the essence of this particular
system:
1. Assessment: establish what is needed, by
whom, when and where, so that training
objectives can be determined.
2. Training activity: select the training methods
and learning principles to be employed.
3. Evaluation: measure how well the activity
met the training and development objectives.
1. Assessment
Activity Phase
• Location – on the job vs off the job, in house
vs out of house
• Timing – in hrs vs out off hrs, spaced vs mass
• Presenters – in house vs external (consultants
academics).
Off the Job Training & Development

• Class room activities


• Simulation
-Machine simulators
-Interactive simulators
-Part simulations
-Vestibule training
-Management training
On the Job Experience
• Coaching
• Mentoring
• Understudy assignment
• Job Rotation
• Project assignments
• Small site management
• Secondments
• Behavioural Modelling
• Action Learning: uses real problems from work
situations
• Competency-based learning: performing
specific tasks to a predetermined standard
• Apprenticeship: supervision by an experienced
worker
• Traineeship: combined school and work
program
• Training within industry: employee are trained
and in turn train others to use the method
• Supervisory & management training: moving
up the ladder from employee to supervisory
and management.
-planning, leading organising & control
-org behaviour, finance marketing & prod’n
-strategy, change, completiveness
Training Technologies
• Programmed instruction: presenting questions or
facts, getting trainee to respond & give immediate
feedback.
• Computer-based training
• Audiovisual: closed-circuit television and video-
recording
• Multimedia training: combines computer-based and
audiovisual.
• Web-based training: internet and intranet.

You might also like