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.