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Disclaimer
Kindly note, LCM study materials are available FREE of charge to students and are intended to be used ONLY as supplementary reference material. They do not in any way replace the recommended books that students are advised to use to supplement knowledge and understanding of the module. Students can purchase the recommended reading books from a retailer of their choice. However, students experiencing problems in obtaining books independently can contact us to make a purchase using LCMs account with Amazon.
Learning outcomes
This lecture note covers the following learning outcome;
LO2 Explain the roles and functions of human resource development Developing human and social capital Undertaking a training needs analysis (TNA) Key stages in the development of the HRD strategy The roles of the HRD practitioner and line manager in integrating learning in the workplace Selecting and training trainers and facilitators Formal training approaches vs. informal training in the work place
Contents
How development is different to training ? Line managers role System approach to training Principal of learning Trainees readiness and motivation Types of training Special topics in training and development Roles of the HRD practitioner Stages of training cycle
Compliance
Entrepreneurship Employee participation
Competency assessment
Principal of learning
Types of training
Formal training Formal training is recognized and accepted training. It will usually be sanctioned by or even run by the recognized organization. Informal training Informal training occurs in many organizations as a normal part of day-to-day work. Informal training is a valid approach to improving employee skills and motivation.
1. Use a checklist
2. Focus on whats important 3. Develop an orientation packet 4. Reduce employee anxiety