1. Chapter 8: Learning and Development

2. Objectives After reading this chapter, you should be able to:
Explain the purpose of learning and development.
Use a needs assessment to determine training gaps.
Describe commonly used training methods.
Discuss types of training needed in organizations.
Develop a way to measure the effectiveness of training.
Make decisions about training within the context of organizational demands.
Design training programs that address environmental influences.
Ensure that a firm’s learning and development activities are legally compliant.

4. Learning and Development
Part of managing employee competencies
Includes training
Ensures employees can do their jobs well and are prepared for future jobs
Helps employees know they are valued

5. Employee Orientation Ensures employees know policies and procedures
Includes overview of company history and culture
Should help employees understand their opportunities for self-expression in the company

6. Onboarding Ensures smooth transition
Often used for mid- to upper-level managers
Reduces turnover by
Ensuring employees have needed information
Providing “go to” person
Providing training to enhance job success

7. Definitions
Learning – process of acquiring tacit and explicit knowledge (includes training and development)
Training – systematic process of providing employees with competencies needed
Development – prepares employees to take on additional responsibilities
High-potential employees – employees with greatest likelihood of being successful

10. Part 1: Needs Assessment Organization Analysis
Determines firm’s progress toward achieving goals and objectives:
Is company doing what it set out to do?
If not, is it because the current employees need better training?
How do the organization’s performance metrics look?
Do the metrics suggest there are performance gaps that could be reduced with training?

11. Part 1: Needs Assessment Task Analysis
Identifies gaps between
KSAs needed to perform work required to support organizational objectives
AND
Current KSAs of employees

12. Part 1: Needs Assessment Person Analysis
Assesses gap between
Individual’s performance
AND
Desired job outcomes

13. Part 2: Design Instructional objectives Lesson planning
Principles of learning
Learning styles
Learning agility
Self-efficacy
Interest in training
Location

15. Part 3: Implementation Types of Training Methods
On-the-job training (OJT)
Operations and procedures manuals
Classroom training
E-learning
Audiovisual training
Simulations
Gamification
Blended learning
College and university programs
Coaching and mentoring

19. Part 3: Implementation Types of Training
Compliance
Knowledge
Skills
Behavioral

23. Employee Development Career development Competency analysis
Career development activities

26. Learning and Development in Practice: Organizational Demands
Strategy
Level of investment
Emphasis of investment
Company characteristics
Where training is done
Who handles training
Type of training
How training is provided

27. Learning and Development in Practice: Organizational Demands (continued)
Culture
Focus of training
Employees’ willingness to participate in training
Employee Concerns
Fairness and equity
Work/life balance

28. Learning and Development in Practice: Environmental Influences
Labor Market
Who needs training
Type of training
Technology
Skills inventories
Method of delivery
Communication of options

29. Learning and Development in Practice: Environmental Influences (continued)
Globalization
Where training will be offered
When training will be offered
How training will be offered
What training will be offered
Ethics
Obligation to train
Content of training
Use of training to change behavior

30. Learning and Development in Practice: Regulatory Issues
Accessibility of training and employee development opportunities
Type of training needed