Training and development: Difference between revisions

Revision as of 11:54, 21 December 2023

Revision as of 02:43, 27 December 2023

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*Decreasing safety-related accidents <ref>{{Cite book|title=Improving patient safety through teamwork and team training|others=Salas, Eduardo, Frush, Karen|isbn=9780199875542|___location=New York|oclc=811142213|last1 = Salas|first1 = Eduardo|last2 = Frush|first2 = Karen|date = 24 August 2012}}</ref>

However, if the training and development is not strategic and pointed at specific goals, it can lead to more harm than good.<ref>{{Cite book|title=Learning and development|last=Rebecca|first=Page-Tickell|isbn=9780749469894|edition= 1st|___location=London|oclc=883248797|date = 3 July 2014}}</ref> [[Needs assessment]]s, especially when the training is being conducted on a large-scale, are frequently conducted in order to gauge what needs to be trained, how it should be trained, and how extensively.<ref>{{Cite journal|last=Brown|first=Judith|date=December 2002|title=Training Needs Assessment: A Must for Developing an Effective Training Program|journal=Public Personnel Management|volume=31|issue=4|pages=569–578|doi=10.1177/009102600203100412|s2cid=154852480|issn=0091-0260|url=https://semanticscholar.org/paper/d4523ced66f206b3e82ffe57e3245668f7170cca}}</ref> Needs assessments in the training and development context often reveal employee and management-specific skills to develop (e.g. for new employees), organizational-wide problems to address (e.g. performance issues), adaptations needed to suit changing environments (e.g. new technology), or employee development needs (e.g. career planning). The needs assessment can predict the degree of effectiveness of training and development programs and how closely the needs were met, the execution of the training (i.e. how effective the trainer was), and trainee characteristics (e.g. motivation, cognitive abilities).<ref name=":5">{{cite journal|last1=Tannenbaum|first1=S I|last2=Yukl|first2=G|date=January 1992|title=Training and Development in Work Organizations|journal=[[Annual Review of Psychology]]|volume=43|issue=1|pages=399–441|doi=10.1146/annurev.ps.43.020192.002151}}</ref> Effectiveness of training is typically done on an individual or team-level, with few studies investigating the impacts on organizations.<ref name=":1" />

== Occupation ==