Training in Organizations Chapter 1 Training in Organizations Copyright © 2013 Pearson Education, Inc. publishing as Prentice Hall

General Open Systems Model INPUT PROCESS OUTPUT Systems External Environment

Training as a Subsystem within the Organizational System TRAINING SUBSYSTEM Organizational Needs Analysis Knowledge Employee Needs Design Skills Budget Development Attitudes Equipment Implementation Motivation Staff Evaluation Job Performance INPUT PROCESS OUTPUT TRAINING’S ORGANIZATIONAL ENVIRONMENT Mission Strategy Structure Policies Procedures Finances Resources People Products Technology

Training Processes Model Outcome Evaluation Data Needs Analysis Phase Input Process Output Design Phase Development Phase Input Process Output Implementation Phase Input Process Output Evaluation Phase Process Evaluation Data Triggering Event

Key Trends in Training Aligning training with business strategy Managing talent with changing demographics Quality and continuous improvement Legal issues

Typical Career Path in HRD Entry level specialist Rotate through other specialist positions Supervise a specialist activity Manager of training group Training executive

Classification of Learning Outcome Skill-Based Learning Compilation Automaticity Cognitive Knowledge Declarative Knowledge Procedural Knowledge Strategic Knowledge Attitudinal Learning Affect/Feelings Learning