PURPOSE Background HistoryMain activities of Training and DevelopmentA) TrainingB) EducationC) Development4) Measuring effectiveness of Training and Development5) Conclusion6) Bibliography

A function ofHRM Helps employees achieve promotion and reach their full potentialReduces the need for external recruitment, maximum use of existing talentCost-effective

The name of the discipline has been debated with theChartered Institute of Personnel and Developmentin 2000 arguing that "human resource development" is too evocative of the master-slave relationship between employer and employee for those who refer to their employees as "partners" or "associates" to feel comfortable with.

CIPD settled upon "learning and development", although that was itself not free from problems, "learning" being an over-general and ambiguous name, and most organizations referring to it as "training and development. (Wikipedia, 2014)

TRAINING is an activity which main purpose is to improve the performance of individuals as well as groups.(Shaw, 2011)

The degree of formality (formal x informal):- Depends on funding, complexity, motivationSelf-directed / other-directed learning:-Cost, reliability -self-reflection, motivation, learning style

Employees training programs are in the responsibility of the organization. Training programs will be planned generally for 4 different types of employees:

Framework for planning a HR Training Program

In all industries education for employees should be a priorityTraining and education of employees can help company to stand out in the market.Plenty of options for employees such as; retraining in focus areas, live training sessions and self-paced online courses. Some criteria of choosing can be: job, industry, available time, step in career, age.

Online training courses can save companies money, as they no longer have to pay for overtime or costly seminars to improve employee skills. We can find three types of e-learners:Visual learners: PowerPoint Documents, Image Galleries, Videos;

Auditory learners: Audio Files, Links to Sound Files, Group Work;

Kinesthetic learners: Interactive Documents, Polls and Surveys, Animations.

Development It focuses upon the activities that an organization or individual may partake in the future, and is almost impossible to evaluate.

-Thesponsorsof training and development are senior managers.-Theclientsof training and development are business planners.-Line managers are responsible for coaching, resources, and performance.-Theparticipantsare those who actually undergo the processes.-The facilitatorsare Human Resource Management staff. -Theprovidersare specialists in the field.

The process of changing anorganization, itsemployees, itsstakeholders, and groups of people within it, using planned and unplanned learning, in order to achieve and maintain a competitive advantage for the organization More popular (movement from traditional training and development)

Encompasses training, career development, career management, and organizational development, and training and development...

Giving the skills and knowledge necessary for the jobImproving an employees performance (self-confidence, commitment);Team building (group and team skills)MotivatingImprove services ( customer satisfaction)To be able to measure the change in performance (Anon., n.d.)

Important to measure effectivenessDont want to waste time and money on training if no good comes out of it

Employee surveys Watch trainees body language Employee tests Conduct interviews and observations

Training and developmentis a function ofHuman Resource ManagementEmployees from Enterprise achieve promotion in the company and reach their full potential. The main activities are: training, education and development. For measuring their efficiency, we can use various of methods as: Kirkpatricks Four-Level , Employee tests, Employee surveys. Some of the trends in training and development are: e-learning and talent development.

Wikipedia, (2014).Training and development. [online] Available at: http://en.wikipedia.org/wiki/Training_and_development#cite_note-Harrison-1 [Accessed 19 Oct. 2014].Proprofs.com, (2014).Best e-Learning training methods for employeesProProfs. [online] Available at: http://www.proprofs.com/c/e-learning/best-e-learning-training-methods-for-employees/ [Accessed 19 Oct. 2014].Anon., n.d. Human Resource Management Services. [Online] Available at: http://www.nd.gov/hrms/managers/guide/tngdev.html [Accessed 16 Oct. 2014].McNamara, C., n.d. Free Management Library. [Online] Available at: http://managementhelp.org/training/methods/formal-and-informal-methods.htm [Accessed 17 Oct.2014].Shaw, J., 2011. Training and Development: Differences and Priorities. [Online] Available at: http://managementhelp.org/blogs/training-and-development/2011/05/05/training-and-development-differences-and-priorities/ [Accessed 18 0ct. 2014].Mindtool. (2012).Kirkpatrick's Four-Level Training Evaluation Model.Available: http://www.mindtools.com/pages/article/kirkpatrick.htm. [Accessed 19tOct 2014].Suckley, L. (2014).How to measure the ROI of training and development programmes.Available: http://extra.shu.ac.uk/sbsblog/2014/02/how-to-measure-the-roi-of-training-and-development-programmes/. [Accessed 19tOct 2014].

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