1. Chapter 1
Introduction
To Employee Training
&
Development

2. Objectives
Discuss the competitive challenges companies face and explain how training can help companies deal with these challenges.
Discuss various aspects of the instructional system design model.
Describe the amount and types of training occurring in U.S. companies.
Describe how much money is being spent on training in U.S. companies and how the money is used.
Discuss the key roles and competencies required for training professionals
Identify appropriate resources (e.g., journals, Web sites) for learning about training research and practice.

3. What is training ?
Training is the systematic acquisition of skills, rules, concepts, or attitudes that result in improved performance in another environment.

4. $52 Billion Spent on Training Why?
Technological Change
Customer Complaints
Legislation
Changes in Products or Services
Skill Deficiencies
Performance Problems
Quality or other Strategic Initiatives

5. Why do companies train? Develop firm-specific human capital
Lack of qualified employees in external labor market
“everyone else is doing it?
Too costly to add new employees or downsize

6. How is $52 billion Spent? Training Staff Salaries ($37 B)
Facilities / Overhead ($4 B)
Seminars / Conferences ($3 B)
Hardware ($2 B)
Outside Services ($2 B)
Custom Materials ($2 B)
Off-the-self Materials ($2 B)

7. Training Facts and Figures
Most commonly used method for delivering training : Video, lecture, one-on-one
Organizations that provide remedial training : 22%
Organizations that evaluate training: 84%
84% measure reactions, but only 43% measure results

8. Facts and Figures (Con’t)
50 M employees will receive some formal training from their emloyee
Type of organization with highest average expenditure for training:
Transportation
Communications
Utilities

9. Production employees receive most total training hours
54% of training dollars = managers and professionals

10. Components of Instructional Design
Needs assessment
Ensure employees “readiness” to learn
Create a learning environment
Ensure transfer of training
Select training method
Evaluate training