Introduction to defining the training process and how to develop it
Introduction to defining the training process and how to develop it
Before trying to understand the training of the system method, We must first understand what training is. We need to know the definition of training, Then do the same thing to develop human resources. Improve personal performance by explaining how to master new or current technology (technology may be part of heavy machinery, computers, product production process, or service delivery methods).
Introduction to defining the training process and how to develop it
The last part of the definition states that training is provided for the current job, Including training a group of new employees to do their job, Or introduce new technology or upgrade workers to a record level. As we mentioned earlier, The system contains four inputs: Individuals, materials, technology and time. Training basically involves integrating individual inputs and technology, This means that people need to learn and master certain techniques.
Definition of human resources development
Training is part of human resources development (HRD). It is necessary to distinguish between human resources development and the term “human resources section” because the Human Resources Department deals with all aspects of the staff, such as salary, rewards and resource development opportunities, And, of course, there’s training. Humans are interested in training, development and education. Human resource development has been defined as an organized educational experience (experiment) conducted in a specified period of time to increase the possibility of improving job performance and growth.
Regulation means that it is conducted in a systematic manner. Although learning may be short-term and training is linked to employee learning performance standards or clear and accurate objectives, It is important to have one goal, Otherwise, the target may be on the locals. You may not know that the goal is a tool to guide managers, learners and trainers.
Managers need goals in order to know what kind of return they will receive in training investment, Learners need goals in order to understand accurately what is expected of them, And the coaches, Because they need them to plan and make plans. Create an educational environment so that you can achieve the desired results.
The second part of the definition is implemented within a specified period of time, Which means that when you start the training plan, Learners must select and customize the time learners leave work.
The last part of the sentence is essentially the definition of training to increase the possibility of improving job performance and growth, While the term “potential” means that although the organization can provide tools to help learners succeed (e.g. education and training professionals, consultants, trainers and training materials), The ultimate responsibility for success rests with the learner.
Training, development and education
Human resources development plans are divided into three categories: Training, development and education. Although some organizations classify all learning as “training” or “training and development”, Dividing them into three categories can make the desired goals more feasible.
The meaning is more precise. As we mentioned earlier, Training refers to acquiring skills that enable workers to perform their current jobs at a standard level, It can improve human performance in jobs where workers are currently employed or hired, Training is also conducted.
When introducing new technologies in the workplace. Education is to train people to do different jobs. usually granted to people with known potential for improvement, or job seekers of the same level or higher, or people who increase their potential. Unlike training that allows students to fully evaluate as soon as they return to work, Education can only be fully evaluated when students are transferred to their future jobs or assignments, So we can use the knowledge they learned during training to test it.
Development is to train people to gain new insights, techniques or perspectives. It enables leaders to lead the organization towards new expectations through proactive and effective rather than excitement, Enable staff to create better products, faster services and more competitive institutions. Regarding personal development, has nothing to do with specific current or future functions, It differs from training and education that can be fully assessed.
Development is not always fully evaluated. This does not mean that we have to abandon development plans, Just like helping people grow just like development, It is in an atmosphere of competition that makes the institution among the final goals, Development can be considered the first line of what many educational institutions currently call it.
Development includes systematic, orderly and continuous changes, which are considered to play an adaptive role in the system (3). Training can be compared to this picture – if I miss a meal every day, I will not be able to work effectively and undernourished – although evolution can be compared to this picture – if I do not eat, I will starve death — the survival of the development organization is necessary to maintain continuity, Training makes the organization more effective and influential in day-to-day operations. Likewise, Development and change should not be confused, Because the change indicates a change in the inner emotional or cognitive characteristics of the learner over time.
This change can be quantitative or qualitative and does not involve a trend, so it includes return and progress, and development is always progress. Using a structured approach to designing training, education and development plans can ensure that organizations have as much access to their resources as possible.Although this book basically discusses the creation of training plans, methodological methods can also be used to create development and education plans. Do a training with little or no modification.
The Training System
When someone hears or sees the word system, You’ll think of a wide-ranging way that requires a lot of bookshelves and a lot of training to use, The method of training is not so difficult or complex. The ISD (5) design model is designed to solve the training problem (showing figure 2 isd design model) originally created by the Ministry of Defense, But it can now be found in almost any kind of institution.
Advanced. The term “system analysis” common after World War II may be the most commonly used training design model today. The design of the training system (ISD) includes determining training requirements based on analysis of work performance requirement data for work experts to be implemented, The training objectives are formulated and tested in accordance with the work analysis process. Develop a training system to assess the progress of trainees to achieve training goals, ISD design aims to create a structure for the training design process when determining the best training strategy.
Although there are some small differences, Most development systems follow a similar method to these:
- Analyze the system to fully understand it, Then describe the goal to be achieved to correct any flaws or errors in the system.
- Design methods or models to achieve goals.
- Develop the model into a product (in training, This product is called a training program).
- Implementation of the training plan.
- Make an assessment to make sure the work is moving in the right direction and achieve the expected results.
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Introduction to defining the training process and how to develop it
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