HR Basics: Training and Development

Summary

This 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

00:00

📚 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.

05:03

👩‍🏫 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.

Keywords

💡Training

Training refers to the process of providing employees with the necessary knowledge and skills to perform their job effectively. In the video, training is distinguished from non-training activities by its focus on practical application. It's emphasized as a tool to enhance job performance by delivering relevant information that employees are expected to use in their work.

💡Development

Development is described as a learning intervention that aims to improve employees' overall capabilities, making them more valuable to the organization. The video highlights the strategic importance of development for fostering growth, productivity, and employee retention, emphasizing that it goes beyond immediate job functions to broader personal and professional growth.

💡Learning Styles

Learning styles refer to the different ways individuals absorb information most effectively. The video identifies three main types—visual, auditory, and kinesthetic. Visual learners prefer seeing information, auditory learners learn best through listening, and kinesthetic learners understand by doing. Recognizing these differences in training can improve its effectiveness.

💡Pedagogy

Pedagogy is the art and science of teaching children. The video explains that children rely on others, such as teachers, to decide what is important to learn, accept information at face value, and have little prior experience to inform their learning. Pedagogy is contrasted with andragogy, which focuses on adult learners.

💡Andragogy

Andragogy is the art and science of helping adults learn. Unlike children, adults are self-directed learners who decide what is important based on personal experiences. The video emphasizes the need for training to be relevant, immediately useful, and connected to real-world problems for adult learners.

💡ADDIE Model

The ADDIE model is a systematic framework for developing training programs, consisting of five phases: Analysis, Design, Development, Implementation, and Evaluation. The video uses this model to illustrate how training content is created and delivered, ensuring that it meets organizational goals and learner needs.

💡Learning Organization

A learning organization is one that prioritizes continuous learning and knowledge sharing among employees. The video highlights how such organizations align their training processes with organizational goals, encouraging employees to continuously acquire and apply knowledge to improve their performance and contribute to the organization's success.

💡Corporate University

A corporate university is an internal entity within an organization dedicated to providing consistent and strategic training and development initiatives. The video explains how corporate universities help centralize learning, align it with business needs, and foster a culture of learning by disseminating best practices and integrating organizational values.

💡Real-World Application

Real-world application refers to the emphasis on practical, immediately useful knowledge in adult training. The video stresses that adults expect to learn things they can apply directly to their work, making this a key principle in designing effective training programs for adult learners.

💡Employee Retention

Employee retention refers to an organization’s ability to keep its employees over time. The video discusses how development programs that offer continuous learning and growth opportunities can help retain valuable employees by increasing their job satisfaction and engagement, making them more likely to stay with the organization.

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]