HR Basics: Training and Development
Summary
TLDRThis video explores the fundamentals of training and development in HR, emphasizing their importance in improving employee performance through learning and growth. It distinguishes between training (job-specific information) and development (enhancing overall employee capabilities). The video highlights various learning styles—visual, auditory, and kinesthetic—and explains the differences between adult and child learners. It also introduces the ADDIE model, a systematic framework for creating effective training programs, and discusses the role of organizational universities in fostering a culture of lifelong learning and aligning training with business goals.
Takeaways
- 📚 Training improves employee performance and development through learning opportunities.
- 🎯 Training focuses on providing information that people will use in their jobs.
- 🔄 Development refers to learning interventions that enhance employee skills and growth.
- 👁️🗨️ People have different learning styles: visual, auditory, and kinesthetic, with kinesthetic being the most common.
- 👶 Pedagogy focuses on how children learn, while andragogy focuses on how adults learn.
- 🌐 Adult learners decide what is important to learn and need to see immediate usefulness in their training.
- 💡 Trainers should follow principles such as focusing on real-world problems, applying learning to past experiences, and encouraging debate.
- 🛠️ The ADDIE model is a systematic approach to developing effective training programs, including analysis, design, development, implementation, and evaluation.
- 🏫 A learning organization fosters a culture of lifelong learning, where knowledge is continuously shared and aligned with organizational goals.
- 🎓 Corporate universities help organizations centralize training, promote business values, and align learning with strategic goals.
Q & A
What is the primary focus of training and development in human resource management?
-The primary focus of training and development in human resource management is to improve employee performance and facilitate learning and growth opportunities that benefit both the organization and its staff.
How does training differ from non-training activities?
-Training involves the development and delivery of information that people will use in their jobs, while non-training activities provide information that may not necessarily be applied by the recipient in their role.
What are the three distinct learning styles mentioned in the script?
-The three distinct learning styles are visual (learning by seeing), auditory (learning by listening), and kinesthetic (learning by doing).
What are the main differences between pedagogy and andragogy?
-Pedagogy refers to how children learn, relying on others to determine what is important, while andragogy refers to how adults learn, with adults deciding for themselves what is important based on their experiences and immediate needs.
Why is it important for trainers to recognize different learning styles?
-Recognizing different learning styles is important because it enhances the effectiveness of training by allowing the trainer to tailor the content to visual, auditory, and kinesthetic learners, thus ensuring better understanding and retention.
What are some of the key principles of adult learning?
-Key principles of adult learning include focusing on real-world problems, relating learning to learners' goals and past experiences, allowing debate and challenge of ideas, and encouraging learners to be resources for one another.
What is the Addie model, and how is it used in training development?
-The Addie model is a systematic framework used by trainers to develop training programs. It consists of five phases: Analysis, Design, Development, Implementation, and Evaluation, each aimed at ensuring the training meets organizational and learner needs.
What is a learning organization, and why is it important?
-A learning organization fosters a culture of lifelong learning where employees continuously acquire and share knowledge. This approach is important because it aligns training with organizational goals and enhances productivity and employee retention.
What is a corporate or organizational university, and what purpose does it serve?
-A corporate or organizational university is an internal entity that centralizes training and development initiatives, ensuring alignment with business needs, promoting a culture of learning, and emphasizing organizational values and mission in the learning curriculum.
What are some of the benefits of implementing an organizational university model?
-The benefits of an organizational university include creating a strategic learning environment, providing consistent training activities, sharing best practices, effectively using technology, and developing customized training programs to meet employee and organizational needs.
Outlines
📚 Understanding HR Basics and the Role of Training and Development
This section introduces the importance of training and development in human resource management. It defines training as the provision of job-related information and emphasizes the distinction between training and non-training activities. Development refers to broader learning interventions aimed at improving employees’ abilities. It stresses that training and development are key strategies for organizational growth, productivity, and retention. Additionally, it discusses various learning styles—visual, auditory, and kinesthetic—and highlights how understanding these styles can enhance training effectiveness.
👩🏫 Differences in Learning: Children vs. Adults
This section contrasts how children and adults learn. Pedagogy, the approach to teaching children, involves learners depending on external guidance to determine what’s important. Children accept information at face value and have little experience to draw from. Andragogy, or adult learning, allows adults to decide what's important based on their experiences. Adults expect immediate relevance from learning and possess the ability to contribute as knowledgeable resources. Seven principles for adult learning are outlined, including focusing on real-world problems, allowing debate, and leveraging learners as resources for each other.
🛠️ The ADDIE Model for Training Development
Here, the ADDIE model, a structured framework for developing training programs, is explained. It consists of five phases: Analysis (identifying learning needs), Design (outlining learning objectives and structure), Development (creating content), Implementation (delivering training), and Evaluation (ongoing assessment of training effectiveness). The section highlights how using a systematic approach ensures that training programs are aligned with organizational needs and goals.
🏫 The Role of Learning Organizations and Corporate Universities
This section discusses how organizations can cultivate continuous learning by becoming 'learning organizations.' These organizations align training processes with organizational goals and foster knowledge-sharing among employees. The concept of corporate universities is introduced as a model for centralized training, helping to make learning more strategic and aligned with business needs. The section explains how corporate universities reinforce company values and cultures through consistent training and partnerships. It concludes by noting the growing trend of organizational universities and their role in talent management.
Mindmap
Keywords
💡Training
💡Development
💡Learning Styles
💡Pedagogy
💡Andragogy
💡ADDIE Model
💡Learning Organization
💡Corporate University
💡Real-World Application
💡Employee Retention
Highlights
HR basics is a series of short lessons designed to highlight essential knowledge in human resource management.
Training is the development and delivery of information people will use in their jobs.
Development refers to learning interventions that make people better employees.
Employee development is universally recognized as a strategic tool for an organization's growth and productivity.
People learn in various ways: visual, auditory, and kinesthetic learning styles.
A study of over 5300 participants identified the breakdown of learning styles: 29% visual, 34% auditory, and 37% kinesthetic.
Trainers should recognize different learning styles and present material to stimulate all three.
Significant differences exist between children and adults as learners, necessitating different training approaches.
Pedagogy refers to the art and science of helping kids learn, while andragogy is for adults.
Adults decide for themselves what is important to be learned and need to verify information based on their own experiences.
Effective adult training focuses on real-world problems, immediate applicability, and learners' past experiences.
The ADDIE model is a step-by-step framework for developing effective training programs.
In the ADDIE model, analysis identifies learning needs, design outlines objectives and structure, development creates content, implementation delivers training, and evaluation ensures goals are met.
Learning organizations embrace a culture of lifelong learning, aligning training with organizational goals and encouraging knowledge sharing.
Organizational universities are internal entities that brand and execute training initiatives, fostering a culture of learning.
Corporate universities make learning strategic by aligning it with business needs and emphasizing organizational values.
The number of organizational universities is growing, with more organizations planning to establish them.
Organizational universities help HR manage talent strategically and implement effective learning and development programs.
Transcripts
[Music]
HR basics is a series of short lessons
designed to highlight what you need to
know about a particular human resource
management topic in today's HR basics we
explore training and development
discussing the importance of the actions
employers take to improve the
performance and better staff through
learning and growth opportunities
training is the development and delivery
of information people will use in their
jobs
this definition distinguishes training
from other situations where people are
provided information but they're not
necessarily expected to use it the
distinction between training and non
training activities is an important one
mainly the process for developing
training is substantially different from
that of non training activities
development refers to learning
interventions that make people better
employee development is almost
universally recognized as a strategic
tool for an organization's continuing
growth productivity and ability to
retain valuable employees no matter
training or development people learn in
various ways learning styles indicate
the most effective methods of
instruction for various types of
learners when developing training
content and delivery methods recognizing
these differences enhances the
effectiveness of training three distinct
learning styles are visual our visual
learners like to see when learning
auditory these learners simply learn
better by listening and kinesthetic
these learners best acquire new skills
and knowledge by doing something
although everyone learns in all of these
styles each person has one dominant
learning style a study of over 5300
participants identified the following
break down among learning styles which
are believed to be representative of the
general population 29% of participants
were visual well 34 were auditory and
37% were kinesthetic although each
person normally has one dominant
learning style each of us learns in all
three ways a small number of people
learn just as easily using any of the
three styles trainers should recognize
these very styles and present material
to stimulate all three often when people
are asked to assume a trainer role they
begin with an image of training based on
how they were taught in the past in most
instances the image in their minds is
closely related to how they were taught
as children in school but there are some
significant differences between children
adults as learners it's important to
understand these differences referred to
pedagogy or the art and science of
helping kids learn and and ERG ology the
art and science of helping adults learn
so that you can gear your training to
the needs of your adult audience let's
first look at pedagogy how we learned as
kids typically children rely on others
to decide what is important to be
learned such as the teacher in the
classroom they accept information that's
being presented at face value with very
little question they expect what they're
learning to be useful in their long-term
future and they have little to no
experience upon which to draw in their
learning environment and as such have
little ability to serve as a
knowledgeable resource for the teacher
or classmates in their learning
environment and ergo G or how adults
learn is a little bit different for
instance adults decide for themselves
what's important to be learned they need
to verify information that's taught or
provided in a lesson based on their own
beliefs and experiences they expect that
have learning that's immediately useful
to them and have a lot of past
experience upon which to draw from in
their learning environments and
therefore have a significant ability to
serve as a knowledgeable resource to the
trainer and learners around them the
differences between children and adults
as learners point to the need to follow
specific principles when training adults
their 7 first focus on real world
problems
second emphasize how learning can be
applied third relate learning to the
goals of the learner fourth relate the
learning to past experiences of the
learner fifth allow debate and challenge
of ideas six listen to and respect the
opinions of learners and seventh and
finally encourage learners to be a
resource to you the instructor and to
one another with that you can see it's
important to know and understand the
most basic training tools used by
professional trainers it's called the
Addie model you see it here the Addie
model is a generic
systematic step-by-step framework the
trainers used to develop great
initiatives in the first phase analysis
needs and objectives of the learning are
established in the design phase learning
objective session structure and
resources are identified during the
development phase content for the
training session is completed the
implementation phase involves the
preparation and delivery of training
content and finally the evaluation phase
is an ongoing process that ensures all
stated goals of the learning process
will meet specified needs identified in
analysis many organizations recognizing
the strategic importance of learning
strive to become learning organizations
a learning organization embraces a
culture of lifelong learning enabling
all employees to acquire and share
knowledge all the time training
processes are carefully scrutinized and
aligned with organizational goals
managers take an active role in
identifying training needs and helping
to ensure that employees use their
training in their work also employees
are actively encouraged to share
knowledge with colleagues and other work
groups in a learning organization
training is seen as one part of a system
designed to develop people through
continuous learning a great way that
learning organizations practically apply
their commitment is an organizational
University commonly referred to as a
corporate university as a model for
delivering organizational learning to
gain the advantages of centralized
training many organizations use the
organizational university model
organization of universities our
internal organizational entities
designed to brand and execute training
and development initiatives that foster
a culture of learning a corporate
university can help make learning more
strategic by providing a clear mission
and vision for learning and ensure that
it's aligned with business needs it can
also help organizations who have a
strong business culture and values
ensure that those values and mission are
emphasized in learning curriculum
this occurs through providing consistent
training activities disseminating best
Prat learning practices effectively
using technology and establishing
partnerships to develop custom training
programs that serve employee and
organizational needs organizational
universities represent one of the most
powerful growing trends in the
organizational environment today experts
estimate that more than 2,000
organizational universities exist in the
United States the number of
organizational universities is growing
currently 29 percent of organizations
are establishing an organizational
university or planning to do so and 95
percent of employees indicate a greater
interest in connection with learning
through an organizational university the
organizational University phenomenon is
an important tool to help HR
strategically manage talent and
implement great Learning and Development
[Music]
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