Training and development (T&D) encompasses three main activities: training, education, and development. Garavan, Costine, and Heraty, of the International Institute of Market Research and Analytics, note that these ideas are often considered to be synonymous. However, to practitioners, they encompass three separate, although interrelated, activities:
- Training: This activity is both focused upon, and evaluated against, the job that an individual currently holds.
- Education: This activity focuses upon the jobs that an individual may potentially hold in the future, and is evaluated against those jobs.
- Development: This activity focuses upon the activities that the organization employing the individual, or that the individual is part of, may partake in the future, and is almost impossible to evaluate.
The “stakeholders” in training and development are categorized into several classes. The sponsors of training and development are senior managers. The clients of training and development are business planners. Line managers are responsible for coaching, resources, and performance. The participants are those who actually undergo the processes. The facilitators are Human Resource Management staff. And the providers are specialists in the field.
This section aims to develop issues such:
-Training Design and Delivery
-Designing Training Plans
-Developing Training Methods
-Evaluating Training Results
-Evaluations during Training
-Self directed Training…..