HRMD 651 Onboarding Assignment
Onboarding Assignment
HRMD 651
Introduction
The objective of this training is to impart knowledge, references, and key concepts to new corporate trainers that will increase their effectiveness in a Training & Development (T&D) department. This will be accomplished by answering five key questions:
1. What is T&D and why is it important?
2. What competencies must T&D professionals be able to demonstrate to be successful?
3. What influences T&D and why?
4. How is training designed, structured, and organized?
5. What are the traits of a successful T&D programs?
What is T&D and why is it important organizations? T&D is how organizations invest in their employees (Cartwright, 2003). It’s the structured, planned, and targeted facilitation of “employees’ learning of job related competencies (Noe, 2010, p.5).” However, developing proficient, adaptable, and innovative team members is not a simple process. It has proven to be one of the most critical aspects of an organizations overall strategic objective. Organizations that embrace T&D easily adapt to their operational environment. It allows organizations to grow and learn from change by developing (or reinforcing) the requisite skills, knowledge, and attributes needed to remain competitive.
For some organizations, the value gained in terms of intellectual and human capital, is incalculable. In the end, T&D not only cultivates a competitive advantage, but it provides achievement opportunities for employees. It’s these opportunities that drive organizational performance upward by engaging, retaining, and leveraging the talents of employees at all levels within the organization.
What competencies must T&D professionals be able to demonstrate to be successful? To stay relevant and effective, T&D professionals need to (1) identify what competencies to focus on, and (2) determine where to get started. The website of the American Society for Training and
HRMD 651
Introduction
The objective of this training is to impart knowledge, references, and key concepts to new corporate trainers that will increase their effectiveness in a Training & Development (T&D) department. This will be accomplished by answering five key questions:
1. What is T&D and why is it important?
2. What competencies must T&D professionals be able to demonstrate to be successful?
3. What influences T&D and why?
4. How is training designed, structured, and organized?
5. What are the traits of a successful T&D programs?
What is T&D and why is it important organizations? T&D is how organizations invest in their employees (Cartwright, 2003). It’s the structured, planned, and targeted facilitation of “employees’ learning of job related competencies (Noe, 2010, p.5).” However, developing proficient, adaptable, and innovative team members is not a simple process. It has proven to be one of the most critical aspects of an organizations overall strategic objective. Organizations that embrace T&D easily adapt to their operational environment. It allows organizations to grow and learn from change by developing (or reinforcing) the requisite skills, knowledge, and attributes needed to remain competitive.
For some organizations, the value gained in terms of intellectual and human capital, is incalculable. In the end, T&D not only cultivates a competitive advantage, but it provides achievement opportunities for employees. It’s these opportunities that drive organizational performance upward by engaging, retaining, and leveraging the talents of employees at all levels within the organization.
What competencies must T&D professionals be able to demonstrate to be successful? To stay relevant and effective, T&D professionals need to (1) identify what competencies to focus on, and (2) determine where to get started. The website of the American Society for Training and
References: Arneson, J., Rothwell, W., & Naughton, J. (2013). Training and development competencies redefined to create competitive advantage Cartwright, R. (2010). Training and development express. Oxford, England: Capstone. Konan, A Mayo, A. (2004). Creating a learning and development strategy 2/E. CIPD Publishing. Retrieved from Google Scholar Meister, J., & Cone, J. (2000). The CEO-driven learning culture. Training and Development, 54(6), 52-58 Noe, R. A. (2002). Employee training and development. Cambridge, MA: McGraw-Hill/Irwin. Noe, R. (2009). Learning system design: A guide to creating effective learning initiatives. Alexandria, VA: SRHM Foundation Sacui, V., & Sala, D. (2012). Economic Properties of Intangible Assets. The Value Paradox. Review Of International Comparative Management / Revista De Management Comparat Saba Software, Inc. (2013). The new world of work. Saba Software, Inc. . Retrieved from www.saba.com/media/25008/wp_new_world_of_work.pdf