Human Capital: Learning: Explicit Knowledge:

The process of Tacit Knowledge:

The acknowledge, advance Well documented,
skills, understanding, acquiring knowledge, Personal TRAINING
easily articulated and Knowledge Based
creativity and motivation to skills, competencies, easily transferred from DESIGN
attitudes or On Experience
deliver high quality products person to person. That Difficult To
& services. behaviors. Primary focus of Codify And PROCESS
formal Facilitated By

for training.

environment
Ensure employee readiness

Creating a learning
Conduct a need

Ensure transfer of training

InformalLearning

assessment.
Training. Who & what Ensure Create an Ensure
LEARNING
ENHANCES EXPLICIT & need to be employees environment support is in
HUMAN CAPITAL TACIT trained prepared & for learning place to
KNOWLEDGE Characteristics Of motivated `` facilitate the
Informal Learning:
attend transfer of
Training:
training. trained skills
HOW DO
Facilities Training TRAINING & Learner initiated.
does not occur INFORMAL
Job-related DEVELOPMENT in a formal
Competencies, DIFFER? LEARNING IS
learning setting. IMPORTANT
Knowledge, Skills,
Or Behavior occurs without a
Develop an Design and conduct Monitor and
breadth, depth, and trainer/instructor. evaluation training evaluate.
Development: timing are controlled by motivated by an •Determine the •Select training •Assess the
Future focused the employee. intent to develop. effectiveness of method & effectiveness of
includes formal training deliver training training.
education, job .
experiences,
relationships &
assessments
INTRODUCTION
TO TRAINING &
TRAINING
TRAINING ROLES DEVELOPMENT
PROFESSIONAL
ASSOCIATIONS
Service & Quality Emphasis
Association of Total Quality Management
Learning Strategist: Talent (TQM) Is A Company Wide
Determines how learning can Development (ATD) Effort To Continuously
be used to align with
business strategy. KNOWLEDGE MANAGEMENT Improve The Ways People,
Academy of Human
Resource Development Quality Standard : Malcolm
I. Tools, processes, system
Business partner: Uses
(AHRD) and culture to improve the Baldrige National Quality
business knowledge and creation Award & ISO 9000:2000
industry expertise to create Society for Human II. Contributes to informal
training that improves Resource learning
performance. Management
(SHRM)
Project manager: Plans and
monitor delivery of learning Society for Industrial & ISO 10015 Training Standards
and performance solutions Organizational
Psychology (SIOP) I. Companies have to determine the return on
to support the business.
investment of training to company performance
FACTORS LEARNING IMPACT II. Companies are required to use appropriate design
I. Economic cycles and effective learning processes
Professional Specialist:
Design, delivers, and evaluates II. Globalization III. ISO 10015 defines training design as analyzing,
learning and performance III. Talent management planning, doing, and evaluating
systems. IV. New technology