Training and development: Difference between revisions

Revision as of 14:42, 25 November 2022

Revision as of 14:43, 25 November 2022

Line 9:

==Training practice and methods==

Training and development encompasses three main activities: training, [[education]], and development.<ref name="Harrison">{{cite book|title=Learning and Development|author=Rosemary Harrison|date=2005|publisher=CIPD Publishing|isbn=9781843980506|pages=5}}</ref><ref>{{cite book|title=Management|author1=Patrick J. Montana |author2=Bruce H. Charnov |name-list-style=amp |pages=225|chapter=Training and Development|publisher=Barron Educationally Series|date=2000|isbn=9780764112768}}</ref><ref name=IITD>{{cite book|title=Training and Development in Ireland|author1=Thomas N. Garavan |author2=Pat Costine |author3=Noreen Heraty |name-list-style=amp |publisher=Cengage Learning EMEA|date=1995|pages=1|chapter=Training and Development: Concepts, Attitudes, and Issues|isbn=9781872853925}}</ref>

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. Each of these groups has its own agenda and motivations, which sometimes conflict with the agendas and motivations of the others.<ref name=":6">{{cite book|title=Human Resource Management|author1=Derek Torrington |author2=Laura Hall |author3=Stephen Taylor |name-list-style=amp |pages=363|publisher=Pearson Education|date=2004|isbn=9780273687139}}</ref>