- 1.1 Describe the open systems model in training and phased of the training process model.
- 1.2 Analyze the relationship of the phases of the training process with the open systems model.
Training Concepts
In this course, you will explore training and training concepts across organizations. You will start by looking at key concepts related to training, and then will move on to examine challenges and opportunities in training. From there, you will examine the strategic planning process, as well as human resources development (HRD) and training design. You will also learn about motivation and learning theory and groups and teams training. You will examine needs analysis, training objectives and performance appraisals, traditional training methods, and electronic training methods. You will also explore developing and implementing a training program and evaluating a training program. Finally, you will take a closer look at types of training and equity issues, as well as employee development and management training.
Learning Objectives/
- 2.1 Examine quality and continuous improvement as it pertains to training in today’s business environment.
- 2.2 Explain the differences in how small and large businesses integrate organizational development and training principles.
- 3.1 Differentiate between the external and internal environmental factors which impact a company’s strategic planning process in relation to training strategies.
- 3.2 Outline the relationship between organizational design, strategy, and training.
- 4.1 Summarize the impact of human resource development on strategy development when determining training requirements.
- 4.2 Explain how human resource development as a function of training and development is used to increase job performance of individuals and groups within an organization.
- 5.1 Explain the major motivation and learning theories and how they impact the training process.
- 5.2 Explore how motivation and self-efficacy relate to the effectiveness of training and the causes of resistance to training initiatives.
- 6.1 Describe the role, benefits, and challenges of group dynamics on learning and the transfer of training.
- 6.2 Identify the various delivery modalities which can be used to train a high-performance work team.
- 7.1 Explain the reasons a needs analysis should be conducted and the steps involved in creating the analysis.
- 7.2 Describe the relationship between needs analysis and the design and evaluation of training.
- 8.1 Describe the purpose of learning objectives and the criteria for evaluating the objectives
- 8.2 Analyze the advantages and challenges of developing learning objectives.
- 8.3 Identify the relationship between learning objectives and performance appraisals.
- 9.1 Describe the purposes, procedures, strengths, and limitations of traditional training methods.
- 9.2 Examine the types of learning objectives for various traditional training methods.
- 10.1 Examine the various electronic training (ET) options.
- 10.2 Evaluate the components of an electronic training learning and delivery systems.
- 11.1 Identify the elements in an instructional strategy and the factors to consider when developing a training situation.
- 11.2 Compare and contrast the development and implementation of in-house versus outsourced training.
- 11.3 Describe the mechanisms that should be put in place to assist in the transfer of training and how to deal with difficult trainees.
- 12.1 Explain the process of training evaluation and why it is important.
- 12.2 Compare and contrast the various training evaluation designs and the advantages and disadvantages of each.
- 12.3 Explain the importance of internal and external validity in the training evaluation process.
- 13.1 Describe various types of training such as diversity, cross cultural, basic skills, and their importance.
- 13.2 Explain equity issues as they relate to training.
- 14.1 Explain why employee development is important in today’s competitive business environment.
- 14.2 Describe the design process for an employee development plan.
- 14.3 Examine the challenges of designing development programs for employee and management.
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