Training and Development

Purpose:

Ensure that all individuals have the skills required to perform their assignments and are provided relevant development opportunities.

Objective:

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Description:

The primary focus of Training and Development is on removing the gap between the current skills of each individual and the skills required to perform their assignments. Each unit develops a training plan to ensure that all individuals have the skills required by their assignment. Once individuals have the necessary skills to perform current assignments, they may focus their development activities on other objectives.

Entrance Criteria:

Exit Criteria:

Process and Procedures:

Tailoring Guidelines:

None

Process Verification Record(s):

A responsible individual(s) verifies that Training and Development activities are conducted according to the organization’s documented policies, practices, procedures, and, where appropriate, plans; and addresses noncompliance.
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Executive management periodically reviews the Training and Development activities, status, and results; and resolves issues.
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Measure(s):

Measurements are made and used to determine the status and performance of Training and Development activities.
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Unit measures of Training and Development activities are collected and maintained.
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References:

When your employees have questions, they want immediate answers. And when different needs arise during the workday, employees are motivated to learn at the moment.

In-the-flow learning delivers real-time education when your employees need it most and unleashes opportunities to:

Identify skills that need to be developed
Implement practical approaches to support learning
Discover how to better support skills development

Here are the training modules for Training and Development:

If you know of any articles, whitepapers, or other information that you feel would be of relevance to this topic please post it in the comments.

The Training Was Fun! But Did It Impact the Business?
Designing Learning With Purpose in Mind
Four Issues Organizations Must Solve for Better Virtual Training, find solutions for creating virtual training environments that can be easily controlled and scalable.
Learning Reinforcement Encourages Behavioral Change, make learning reinforcement a standard practice in your development with these four specific actions.

4 Things to Consider When Building Relationships With Your Team
Training Data Myths, eliminating common assumptions that may be blocking data-driven decision making
Data Literacy & Training, why leading enterprise training teams must level up data fluency.
Don’t Fear Evaluation: Use it to Prove the Impact of Training
Cultivating Growth and Success
Developing Your Leadership Skills
Architect Decision Analysis, using operational constraints and requirements to accelerate data-driven decision-making.
Video Learning May be More Effective Than In-person Lectures, video learning may be more effective than many people realize, according to a recent study published in Review of Educational Research. For the study, researchers looked at more than 105 prior studies with a combined sample of 7,776 college students and found promising results for pre-recorded lectures. When students learned from video instead of the usual forms of teaching, the average grade increased from a B to a B+. When students received video lessons in addition to an existing class, the impact was even greater, with their grade rising from a B to an A.
Managers most likely to be offered training, managers, high-potential talent and executives are more likely to receive skills development at most organizations in the US and seven other countries. The impact of training is today expanding from improving employee productivity to elevating company culture and also serving as a talent magnet.