Assignment Prompt & Instructions
– ## TrainingandDevelopmentHRM6303UnitIDB.docx
– ## UnitIStudyGuide.pdf
**## TrainingandDevelopmentHRM6303UnitIDB.docx**
2
Training and Development HRM 6303 Unit I DB
How has the COVID-19 pandemic impacted training and development within organizations in the past few years? How have you have seen it change at your current place of employment?
Initial post to be a minimum of 500 words in length and at least one supporting reference.
**## UnitIStudyGuide.pdf**
HRM 6303, Training and Development
Course Learning Outcomes for Unit I
Upon completion of this unit, students should be able to:
1. Formulate different approaches to training.
1.1 Explain the learner-guided approach to training.
1.2 Describe methods for organizations to harness the use of self-directed training.
1.3 Explain how technology is used to enhance training.
Required Unit Resources
In order to access the following resources, click the links below.
Egloffstein, M., & Ifenthaler, D. (2017, January). Employee perspectives on MOOCs for workplace learning.
TechTrends: Linking Research & Practice to Improve Learning, 61(1), 65–70.
https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
ct=true&db=a9h&AN=120548828&site=ehost-live&scope=site
Ten Cate, O., Chen, H. C., Hoff, R. G., Peters, H., Bok, H., & van der Schaaf, M. (2015, November).
Curriculum development for the workplace using entrustable professional activities (EPAs): AMEE
guide no. 99. Medical Teacher, 37(11), 983–1002.
https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc
t=true&db=a9h&AN=110861165&site=ehost-live&scope=site
Seven Dimensions (Producer). (2015). Implementing successful training [Video]. Films on Demand.
https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=https://fod.infobase.com/PortalPl
aylists.aspx?wID=273866&xtid=93358
The transcript for this video can be found by clicking the “Transcript” tab to the right of the video in the Films
on Demand database.
Unit Lesson
Introduction
Over the past few years, the delivery of training and development opportunities has evolved mainly due to the
COVID-19 pandemic. Organizations have made training and development more of a priority to keep up with
the shift of operations, transferring to remote work for staff, online meetings, and ultimately online and virtual
training and development. We have recently learned that any major historical or global event has the potential
to change the usual way we work. Employees and employers can find themselves having to adapt delivery
methods of training and development due to federal or state mandates, lockdowns, or an increase in remote
staffing. This unit will take an in-depth look at formulating the different approaches to training. Approaches to
activities and delivery methods will be a primary focus of this unit.
The Strategic Role of Training and Development
Before we begin discussing developmental approaches to training, we must first understand the strategic role
that training and development play within an organization. There is a heavy reliance among organizations
today to focus on the intangible assets of the organization to gain a competitive advantage. This intangible
asset is the organization’s human capital. Workers with specialized knowledge, skills, and abilities (KSAs) are
challenging to find and difficult to duplicate. Hence, organizations must find ways to maximize the
UNIT I STUDY GUIDE
Different Approaches to Training
HRM 6303, Training and Development
UNIT x STUDY GUIDE
Title
contributions of their current workforce to achieve organizational success. Training and development, also
known as learning and development, are vital aspects of meeting an organization’s talent management
needs. Therefore, the learning initiatives of an organization must be strategically aligned with the
organization’s business strategy to ensure there is an impact on the organization’s bottom line.
When it comes to the overall learning initiatives within an organization, it is important to note the distinction
between the two terms training and development, which can be examined in the following graphic.
Training is a method in which organizations provide KSAs that are specific to a particular job or task. Training
is most appropriate when knowledge or a skill is missing, and the individual has the motivation and aptitude to
learn. Training can provide skills that can be put to use immediately, and it is a great solution for solving short-
term skill gaps. Development activities are different in that they are focused on the long term and prepare for
future responsibilities while at the same time increasing capabilities of the employees to perform their current
job. The activities are broader in scope than what is only done in training.
Traditionally, many organizations focused their learning and development activities around training. For
example, a skill gap or need is identified, and then training is designed, developed, and implemented to meet
that need or skill gap. Upon completion, a training evaluation is completed to see how well the training met
the need. Training is still used in this manner; however, some organizations recognize that when training is
coupled with development, it serves a deeper purpose within the organization. Training and development are,
therefore, used in a strategic manner to impact the organization as a whole for the long-term.
Developmental Approaches to Training
This now brings us to the developmental approaches to training. With the knowledge that an organization
must align its training activities to its business strategy to achieve its outcomes, training must be designed
and developed in such a way that efficiently facilitates this task. In many cases, depending on the need to be
met, existing training materials may be acceptable to meet specific needs if given minor modifications.
However, at other times, new materials must be developed to meet a specific need. During the developmental
phase of training, choices are made among the various types of learning activities, training delivery methods,
and technological tools that can be used. We will discuss each one of these components in detail.
Learning activities give the opportunity for participants to learn information. Activities may include passive or
participatory learning experiences.
HRM 6303, Training and Development
UNIT x STUDY GUIDE
Title
Passive learning activities involve the learner reading, listening, and observing. These may include
programmed instruction or readings delivered by computer or mobile devices, panel discussions,
demonstrations, and lectures.
Participatory learning is a form of education in which the learner interacts with the instructor or group of co-
learners. This includes facilitated group discussions and question-and-answer (Q&A) sessions, along with the
activities listed below.
• Simulations: Participants perform a given role within a scenario designed to resemble a real-life
challenge.
• Case studies: Participants apply knowledge or a new skill to a hypothetical case or situation.
• Structured exercises: Participants complete tasks similar to those actually encountered on the job.
• Role play: Participants act out and assume roles to practice appropriate behavior or resolve conflicts
for various situations.
Those responsible for the development of training must take into consideration the activities they use since
the activity choice will affect the participants’ level of interest, their ability to retain and apply new knowledge,
and the resources needed to develop the training. Below are some questions to keep in mind when selecting
learning activities.
Training delivery methods: The three major training delivery methods are self-directed study, instructor-led
training, and on-the-job training (OJT).
• Self-directed study: Sometimes referred to as self-study, this is a type of training delivery method that
gives learners the opportunity to progress at their own pace without the assistance of an instructor.
This training delivery method can include training materials and also performance support materials
such as job aids that provide step-by-step instructions regarding work tasks. The materials presented
may be delivered in a number of ways. The oldest form of delivery is print—the workbook. Video and
audio delivery accommodate different learning styles and increase the flexibility of how training is
delivered. For example, these may include electronic formats such as MP3s, podcasts, or mobile
devices.
• Instructor-led training: This form of training delivery is traditional in a sense that training is delivered
by an instructor to an audience. The setting for the training can be a classroom or conference room
onsite. Some organizations may also partner with colleges and universities, training vendors, and
trade associations to provide traditional classroom training. The option of the internet has allowed for
HRM 6303, Training and Development
UNIT x STUDY GUIDE
Title
training to be virtual. For example, webinars allow individual learners or entire classes to access an
instructor from one central location via the web. Some of the learning activities found in instructor-led
training are presentations, lectures, readings, case studies, group discussions, and simulations.
• On-the-job training (OJT): Managers and supervisors of a given organization will typically provide
OJT to employees at the actual work site. The customary practice of OJT is demonstrated below.
o The skill is demonstrated by the trainer to the learner.
o The learner then practices the skill that was demonstrated.
o Feedback is given to the learner by the trainer regarding the learner’s performance.
o The learner is then retested.
Often, the learner is given learning aids to support his or her performance after the OJT. These learning aids
may include diagrams or process models.
Technological learning tools: Many organizations have observed that technology has allowed them to deliver
training more effectively and efficiently. Access to training has been made more equitable due to technology,
and it aligns with the way that employees live by allowing them to learn when and where they choose.
Technology has also given human resources more control in the administration of training. The COVID-19
pandemic illustrated the increased need for technology to be at the forefront with training and development.
There are four types of technological tools we are discussing including eLearning, learning portals, learning
management systems, and mobile learning.
• eLearning: This is the delivery of training that is typically done through electronic media such as
virtual classrooms, mobile devices, or web-based learning via a computer. When this method of
training delivery is used, instructors are often positioned to moderate discussions, provide feedback,
and suggest supplemental resources and activities.
• Learning portals: This is an access point via the internet and through an organization’s intranet site
that provides access to the organization’s database of information and resources pertaining to
learning and training. Information through learning portals can be presented from diverse sources in a
unified way. Employees have access to learning-related applications, and information can be handled
and communicated effectively and efficiently.
• Learning management systems: A learning management system (LMS) is an electronic system that
holds suggested curriculum and course content. An LMS may also have certification paths for those
needing certification in a given area. The LMS has the ability to manage and track employee
registration and completion and many other employee development activities such as career and skill
development.
• Mobile learning: There are a number of ways that mobile learning can be defined, but for this lesson,
we will define it as content and information that can be accessed via a small, handheld device such
as a smartphone or tablet. Many organizations around the globe use mobile learning as a means to
deliver training as it provides a degree of equity in training access in remote regions.
Conclusion
As you can see, technology has disrupted the way training is delivered and how employees learn. There
are many benefits that organizations can realize by utilizing technology to administer training. By
adopting technology in the development of training, technology will continue to shape the ways that
organizations deliver training. Organizations that have quickly adapted to the major shift of utilizing
technology for a means of online and virtual training and development have seen significant
improvements within their organizations.
**## UnitIStudyGuide.pdf**
HRM 6303, Training and Development
Course Learning Outcomes for Unit I
Upon completion of this unit, students should be able to:
1. Formulate different approaches to training.
1.1 Explain the learner-guided approach to training.
1.2 Describe methods for organizations to harness the use of self-directed training.
1.3 Explain how technology is used to enhance training.
Required Unit Resources
In order to access the following resources, click the links below.
Egloffstein, M., & Ifenthaler, D. (2017, January). Employee perspectives on MOOCs for workplace learning.
TechTrends: Linking Research & Practice to Improve Learning, 61(1), 65–70.
https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
ct=true&db=a9h&AN=120548828&site=ehost-live&scope=site
Ten Cate, O., Chen, H. C., Hoff, R. G., Peters, H., Bok, H., & van der Schaaf, M. (2015, November).
Curriculum development for the workplace using entrustable professional activities (EPAs): AMEE
guide no. 99. Medical Teacher, 37(11), 983–1002.
https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc
t=true&db=a9h&AN=110861165&site=ehost-live&scope=site
Seven Dimensions (Producer). (2015). Implementing successful training [Video]. Films on Demand.
https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=https://fod.infobase.com/PortalPl
aylists.aspx?wID=273866&xtid=93358
The transcript for this video can be found by clicking the “Transcript” tab to the right of the video in the Films
on Demand database.
Unit Lesson
Introduction
Over the past few years, the delivery of training and development opportunities has evolved mainly due to the
COVID-19 pandemic. Organizations have made training and development more of a priority to keep up with
the shift of operations, transferring to remote work for staff, online meetings, and ultimately online and virtual
training and development. We have recently learned that any major historical or global event has the potential
to change the usual way we work. Employees and employers can find themselves having to adapt delivery
methods of training and development due to federal or state mandates, lockdowns, or an increase in remote
staffing. This unit will take an in-depth look at formulating the different approaches to training. Approaches to
activities and delivery methods will be a primary focus of this unit.
The Strategic Role of Training and Development
Before we begin discussing developmental approaches to training, we must first understand the strategic role
that training and development play within an organization. There is a heavy reliance among organizations
today to focus on the intangible assets of the organization to gain a competitive advantage. This intangible
asset is the organization’s human capital. Workers with specialized knowledge, skills, and abilities (KSAs) are
challenging to find and difficult to duplicate. Hence, organizations must find ways to maximize the
UNIT I STUDY GUIDE
Different Approaches to Training
HRM 6303, Training and Development
UNIT x STUDY GUIDE
Title
contributions of their current workforce to achieve organizational success. Training and development, also
known as learning and development, are vital aspects of meeting an organization’s talent management
needs. Therefore, the learning initiatives of an organization must be strategically aligned with the
organization’s business strategy to ensure there is an impact on the organization’s bottom line.
When it comes to the overall learning initiatives within an organization, it is important to note the distinction
between the two terms training and development, which can be examined in the following graphic.
Training is a method in which organizations provide KSAs that are specific to a particular job or task. Training
is most appropriate when knowledge or a skill is missing, and the individual has the motivation and aptitude to
learn. Training can provide skills that can be put to use immediately, and it is a great solution for solving short-
term skill gaps. Development activities are different in that they are focused on the long term and prepare for
future responsibilities while at the same time increasing capabilities of the employees to perform their current
job. The activities are broader in scope than what is only done in training.
Traditionally, many organizations focused their learning and development activities around training. For
example, a skill gap or need is identified, and then training is designed, developed, and implemented to meet
that need or skill gap. Upon completion, a training evaluation is completed to see how well the training met
the need. Training is still used in this manner; however, some organizations recognize that when training is
coupled with development, it serves a deeper purpose within the organization. Training and development are,
therefore, used in a strategic manner to impact the organization as a whole for the long-term.
Developmental Approaches to Training
This now brings us to the developmental approaches to training. With the knowledge that an organization
must align its training activities to its business strategy to achieve its outcomes, training must be designed
and developed in such a way that efficiently facilitates this task. In many cases, depending on the need to be
met, existing training materials may be acceptable to meet specific needs if given minor modifications.
However, at other times, new materials must be developed to meet a specific need. During the developmental
phase of training, choices are made among the various types of learning activities, training delivery methods,
and technological tools that can be used. We will discuss each one of these components in detail.
Learning activities give the opportunity for participants to learn information. Activities may include passive or
participatory learning experiences.
HRM 6303, Training and Development
UNIT x STUDY GUIDE
Title
Passive learning activities involve the learner reading, listening, and observing. These may include
programmed instruction or readings delivered by computer or mobile devices, panel discussions,
demonstrations, and lectures.
Participatory learning is a form of education in which the learner interacts with the instructor or group of co-
learners. This includes facilitated group discussions and question-and-answer (Q&A) sessions, along with the
activities listed below.
• Simulations: Participants perform a given role within a scenario designed to resemble a real-life
challenge.
• Case studies: Participants apply knowledge or a new skill to a hypothetical case or situation.
• Structured exercises: Participants complete tasks similar to those actually encountered on the job.
• Role play: Participants act out and assume roles to practice appropriate behavior or resolve conflicts
for various situations.
Those responsible for the development of training must take into consideration the activities they use since
the activity choice will affect the participants’ level of interest, their ability to retain and apply new knowledge,
and the resources needed to develop the training. Below are some questions to keep in mind when selecting
learning activities.
Training delivery methods: The three major training delivery methods are self-directed study, instructor-led
training, and on-the-job training (OJT).
• Self-directed study: Sometimes referred to as self-study, this is a type of training delivery method that
gives learners the opportunity to progress at their own pace without the assistance of an instructor.
This training delivery method can include training materials and also performance support materials
such as job aids that provide step-by-step instructions regarding work tasks. The materials presented
may be delivered in a number of ways. The oldest form of delivery is print—the workbook. Video and
audio delivery accommodate different learning styles and increase the flexibility of how training is
delivered. For example, these may include electronic formats such as MP3s, podcasts, or mobile
devices.
• Instructor-led training: This form of training delivery is traditional in a sense that training is delivered
by an instructor to an audience. The setting for the training can be a classroom or conference room
onsite. Some organizations may also partner with colleges and universities, training vendors, and
trade associations to provide traditional classroom training. The option of the internet has allowed for
HRM 6303, Training and Development
UNIT x STUDY GUIDE
Title
training to be virtual. For example, webinars allow individual learners or entire classes to access an
instructor from one central location via the web. Some of the learning activities found in instructor-led
training are presentations, lectures, readings, case studies, group discussions, and simulations.
• On-the-job training (OJT): Managers and supervisors of a given organization will typically provide
OJT to employees at the actual work site. The customary practice of OJT is demonstrated below.
o The skill is demonstrated by the trainer to the learner.
o The learner then practices the skill that was demonstrated.
o Feedback is given to the learner by the trainer regarding the learner’s performance.
o The learner is then retested.
Often, the learner is given learning aids to support his or her performance after the OJT. These learning aids
may include diagrams or process models.
Technological learning tools: Many organizations have observed that technology has allowed them to deliver
training more effectively and efficiently. Access to training has been made more equitable due to technology,
and it aligns with the way that employees live by allowing them to learn when and where they choose.
Technology has also given human resources more control in the administration of training. The COVID-19
pandemic illustrated the increased need for technology to be at the forefront with training and development.
There are four types of technological tools we are discussing including eLearning, learning portals, learning
management systems, and mobile learning.
• eLearning: This is the delivery of training that is typically done through electronic media such as
virtual classrooms, mobile devices, or web-based learning via a computer. When this method of
training delivery is used, instructors are often positioned to moderate discussions, provide feedback,
and suggest supplemental resources and activities.
• Learning portals: This is an access point via the internet and through an organization’s intranet site
that provides access to the organization’s database of information and resources pertaining to
learning and training. Information through learning portals can be presented from diverse sources in a
unified way. Employees have access to learning-related applications, and information can be handled
and communicated effectively and efficiently.
• Learning management systems: A learning management system (LMS) is an electronic system that
holds suggested curriculum and course content. An LMS may also have certification paths for those
needing certification in a given area. The LMS has the ability to manage and track employee
registration and completion and many other employee development activities such as career and skill
development.
• Mobile learning: There are a number of ways that mobile learning can be defined, but for this lesson,
we will define it as content and information that can be accessed via a small, handheld device such
as a smartphone or tablet. Many organizations around the globe use mobile learning as a means to
deliver training as it provides a degree of equity in training access in remote regions.
Conclusion
As you can see, technology has disrupted the way training is delivered and how employees learn. There
are many benefits that organizations can realize by utilizing technology to administer training. By
adopting technology in the development of training, technology will continue to shape the ways that
organizations deliver training. Organizations that have quickly adapted to the major shift of utilizing
technology for a means of online and virtual training and development have seen significant
improvements within their organizations.
**## TrainingandDevelopmentHRM6303UnitIDB.docx**
2
Training and Development HRM 6303 Unit I DB
How has the COVID-19 pandemic impacted training and development within organizations in the past few years? How have you have seen it change at your current place of employment?
Initial post to be a minimum of 500 words in length and at least one supporting reference.
**## UnitIStudyGuide.pdf**
HRM 6303, Training and Development
Course Learning Outcomes for Unit I
Upon completion of this unit, students should be able to:
1. Formulate different approaches to training.
1.1 Explain the learner-guided approach to training.
1.2 Describe methods for organizations to harness the use of self-directed training.
1.3 Explain how technology is used to enhance training.
Required Unit Resources
In order to access the following resources, click the links below.
Egloffstein, M., & Ifenthaler, D. (2017, January). Employee perspectives on MOOCs for workplace learning.
TechTrends: Linking Research & Practice to Improve Learning, 61(1), 65–70.
https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
ct=true&db=a9h&AN=120548828&site=ehost-live&scope=site
Ten Cate, O., Chen, H. C., Hoff, R. G., Peters, H., Bok, H., & van der Schaaf, M. (2015, November).
Curriculum development for the workplace using entrustable professional activities (EPAs): AMEE
guide no. 99. Medical Teacher, 37(11), 983–1002.
https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc
t=true&db=a9h&AN=110861165&site=ehost-live&scope=site
Seven Dimensions (Producer). (2015). Implementing successful training [Video]. Films on Demand.
https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=https://fod.infobase.com/PortalPl
aylists.aspx?wID=273866&xtid=93358
The transcript for this video can be found by clicking the “Transcript” tab to the right of the video in the Films
on Demand database.
Unit Lesson
Introduction
Over the past few years, the delivery of training and development opportunities has evolved mainly due to the
COVID-19 pandemic. Organizations have made training and development more of a priority to keep up with
the shift of operations, transferring to remote work for staff, online meetings, and ultimately online and virtual
training and development. We have recently learned that any major historical or global event has the potential
to change the usual way we work. Employees and employers can find themselves having to adapt delivery
methods of training and development due to federal or state mandates, lockdowns, or an increase in remote
staffing. This unit will take an in-depth look at formulating the different approaches to training. Approaches to
activities and delivery methods will be a primary focus of this unit.
The Strategic Role of Training and Development
Before we begin discussing developmental approaches to training, we must first understand the strategic role
that training and development play within an organization. There is a heavy reliance among organizations
today to focus on the intangible assets of the organization to gain a competitive advantage. This intangible
asset is the organization’s human capital. Workers with specialized knowledge, skills, and abilities (KSAs) are
challenging to find and difficult to duplicate. Hence, organizations must find ways to maximize the
UNIT I STUDY GUIDE
Different Approaches to Training
HRM 6303, Training and Development
UNIT x STUDY GUIDE
Title
contributions of their current workforce to achieve organizational success. Training and development, also
known as learning and development, are vital aspects of meeting an organization’s talent management
needs. Therefore, the learning initiatives of an organization must be strategically aligned with the
organization’s business strategy to ensure there is an impact on the organization’s bottom line.
When it comes to the overall learning initiatives within an organization, it is important to note the distinction
between the two terms training and development, which can be examined in the following graphic.
Training is a method in which organizations provide KSAs that are specific to a particular job or task. Training
is most appropriate when knowledge or a skill is missing, and the individual has the motivation and aptitude to
learn. Training can provide skills that can be put to use immediately, and it is a great solution for solving short-
term skill gaps. Development activities are different in that they are focused on the long term and prepare for
future responsibilities while at the same time increasing capabilities of the employees to perform their current
job. The activities are broader in scope than what is only done in training.
Traditionally, many organizations focused their learning and development activities around training. For
example, a skill gap or need is identified, and then training is designed, developed, and implemented to meet
that need or skill gap. Upon completion, a training evaluation is completed to see how well the training met
the need. Training is still used in this manner; however, some organizations recognize that when training is
coupled with development, it serves a deeper purpose within the organization. Training and development are,
therefore, used in a strategic manner to impact the organization as a whole for the long-term.
Developmental Approaches to Training
This now brings us to the developmental approaches to training. With the knowledge that an organization
must align its training activities to its business strategy to achieve its outcomes, training must be designed
and developed in such a way that efficiently facilitates this task. In many cases, depending on the need to be
met, existing training materials may be acceptable to meet specific needs if given minor modifications.
However, at other times, new materials must be developed to meet a specific need. During the developmental
phase of training, choices are made among the various types of learning activities, training delivery methods,
and technological tools that can be used. We will discuss each one of these components in detail.
Learning activities give the opportunity for participants to learn information. Activities may include passive or
participatory learning experiences.
HRM 6303, Training and Development
UNIT x STUDY GUIDE
Title
Passive learning activities involve the learner reading, listening, and observing. These may include
programmed instruction or readings delivered by computer or mobile devices, panel discussions,
demonstrations, and lectures.
Participatory learning is a form of education in which the learner interacts with the instructor or group of co-
learners. This includes facilitated group discussions and question-and-answer (Q&A) sessions, along with the
activities listed below.
• Simulations: Participants perform a given role within a scenario designed to resemble a real-life
challenge.
• Case studies: Participants apply knowledge or a new skill to a hypothetical case or situation.
• Structured exercises: Participants complete tasks similar to those actually encountered on the job.
• Role play: Participants act out and assume roles to practice appropriate behavior or resolve conflicts
for various situations.
Those responsible for the development of training must take into consideration the activities they use since
the activity choice will affect the participants’ level of interest, their ability to retain and apply new knowledge,
and the resources needed to develop the training. Below are some questions to keep in mind when selecting
learning activities.
Training delivery methods: The three major training delivery methods are self-directed study, instructor-led
training, and on-the-job training (OJT).
• Self-directed study: Sometimes referred to as self-study, this is a type of training delivery method that
gives learners the opportunity to progress at their own pace without the assistance of an instructor.
This training delivery method can include training materials and also performance support materials
such as job aids that provide step-by-step instructions regarding work tasks. The materials presented
may be delivered in a number of ways. The oldest form of delivery is print—the workbook. Video and
audio delivery accommodate different learning styles and increase the flexibility of how training is
delivered. For example, these may include electronic formats such as MP3s, podcasts, or mobile
devices.
• Instructor-led training: This form of training delivery is traditional in a sense that training is delivered
by an instructor to an audience. The setting for the training can be a classroom or conference room
onsite. Some organizations may also partner with colleges and universities, training vendors, and
trade associations to provide traditional classroom training. The option of the internet has allowed for
HRM 6303, Training and Development
UNIT x STUDY GUIDE
Title
training to be virtual. For example, webinars allow individual learners or entire classes to access an
instructor from one central location via the web. Some of the learning activities found in instructor-led
training are presentations, lectures, readings, case studies, group discussions, and simulations.
• On-the-job training (OJT): Managers and supervisors of a given organization will typically provide
OJT to employees at the actual work site. The customary practice of OJT is demonstrated below.
o The skill is demonstrated by the trainer to the learner.
o The learner then practices the skill that was demonstrated.
o Feedback is given to the learner by the trainer regarding the learner’s performance.
o The learner is then retested.
Often, the learner is given learning aids to support his or her performance after the OJT. These learning aids
may include diagrams or process models.
Technological learning tools: Many organizations have observed that technology has allowed them to deliver
training more effectively and efficiently. Access to training has been made more equitable due to technology,
and it aligns with the way that employees live by allowing them to learn when and where they choose.
Technology has also given human resources more control in the administration of training. The COVID-19
pandemic illustrated the increased need for technology to be at the forefront with training and development.
There are four types of technological tools we are discussing including eLearning, learning portals, learning
management systems, and mobile learning.
• eLearning: This is the delivery of training that is typically done through electronic media such as
virtual classrooms, mobile devices, or web-based learning via a computer. When this method of
training delivery is used, instructors are often positioned to moderate discussions, provide feedback,
and suggest supplemental resources and activities.
• Learning portals: This is an access point via the internet and through an organization’s intranet site
that provides access to the organization’s database of information and resources pertaining to
learning and training. Information through learning portals can be presented from diverse sources in a
unified way. Employees have access to learning-related applications, and information can be handled
and communicated effectively and efficiently.
• Learning management systems: A learning management system (LMS) is an electronic system that
holds suggested curriculum and course content. An LMS may also have certification paths for those
needing certification in a given area. The LMS has the ability to manage and track employee
registration and completion and many other employee development activities such as career and skill
development.
• Mobile learning: There are a number of ways that mobile learning can be defined, but for this lesson,
we will define it as content and information that can be accessed via a small, handheld device such
as a smartphone or tablet. Many organizations around the globe use mobile learning as a means to
deliver training as it provides a degree of equity in training access in remote regions.
Conclusion
As you can see, technology has disrupted the way training is delivered and how employees learn. There
are many benefits that organizations can realize by utilizing technology to administer training. By
adopting technology in the development of training, technology will continue to shape the ways that
organizations deliver training. Organizations that have quickly adapted to the major shift of utilizing
technology for a means of online and virtual training and development have seen significant
improvements within their organizations.
**## TrainingandDevelopmentHRM6303UnitIDB.docx**
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Training and Development HRM 6303 Unit I DB
How has the COVID-19 pandemic impacted training and development within organizations in the past few years? How have you have seen it change at your current place of employment?
Initial post to be a minimum of 500 words in length and at least one supporting reference.
**## UnitIStudyGuide.pdf**
HRM 6303, Training and Development
Course Learning Outcomes for Unit I
Upon completion of this unit, students should be able to:
1. Formulate different approaches to training.
1.1 Explain the learner-guided approach to training.
1.2 Describe methods for organizations to harness the use of self-directed training.
1.3 Explain how technology is used to enhance training.
Required Unit Resources
In order to access the following resources, click the links below.
Egloffstein, M., & Ifenthaler, D. (2017, January). Employee perspectives on MOOCs for workplace learning.
TechTrends: Linking Research & Practice to Improve Learning, 61(1), 65–70.
https://libraryresources.columbiasouthern.edu/login?url=https://search.ebscohost.com/login.aspx?dire
ct=true&db=a9h&AN=120548828&site=ehost-live&scope=site
Ten Cate, O., Chen, H. C., Hoff, R. G., Peters, H., Bok, H., & van der Schaaf, M. (2015, November).
Curriculum development for the workplace using entrustable professional activities (EPAs): AMEE
guide no. 99. Medical Teacher, 37(11), 983–1002.
https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc
t=true&db=a9h&AN=110861165&site=ehost-live&scope=site
Seven Dimensions (Producer). (2015). Implementing successful training [Video]. Films on Demand.
https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=https://fod.infobase.com/PortalPl
aylists.aspx?wID=273866&xtid=93358
The transcript for this video can be found by clicking the “Transcript” tab to the right of the video in the Films
on Demand database.
Unit Lesson
Introduction
Over the past few years, the delivery of training and development opportunities has evolved mainly due to the
COVID-19 pandemic. Organizations have made training and development more of a priority to keep up with
the shift of operations, transferring to remote work for staff, online meetings, and ultimately online and virtual
training and development. We have recently learned that any major historical or global event has the potential
to change the usual way we work. Employees and employers can find themselves having to adapt delivery
methods of training and development due to federal or state mandates, lockdowns, or an increase in remote
staffing. This unit will take an in-depth look at formulating the different approaches to training. Approaches to
activities and delivery methods will be a primary focus of this unit.
The Strategic Role of Training and Development
Before we begin discussing developmental approaches to training, we must first understand the strategic role
that training and development play within an organization. There is a heavy reliance among organizations
today to focus on the intangible assets of the organization to gain a competitive advantage. This intangible
asset is the organization’s human capital. Workers with specialized knowledge, skills, and abilities (KSAs) are
challenging to find and difficult to duplicate. Hence, organizations must find ways to maximize the
UNIT I STUDY GUIDE
Different Approaches to Training
HRM 6303, Training and Development
UNIT x STUDY GUIDE
Title
contributions of their current workforce to achieve organizational success. Training and development, also
known as learning and development, are vital aspects of meeting an organization’s talent management
needs. Therefore, the learning initiatives of an organization must be strategically aligned with the
organization’s business strategy to ensure there is an impact on the organization’s bottom line.
When it comes to the overall learning initiatives within an organization, it is important to note the distinction
between the two terms training and development, which can be examined in the following graphic.
Training is a method in which organizations provide KSAs that are specific to a particular job or task. Training
is most appropriate when knowledge or a skill is missing, and the individual has the motivation and aptitude to
learn. Training can provide skills that can be put to use immediately, and it is a great solution for solving short-
term skill gaps. Development activities are different in that they are focused on the long term and prepare for
future responsibilities while at the same time increasing capabilities of the employees to perform their current
job. The activities are broader in scope than what is only done in training.
Traditionally, many organizations focused their learning and development activities around training. For
example, a skill gap or need is identified, and then training is designed, developed, and implemented to meet
that need or skill gap. Upon completion, a training evaluation is completed to see how well the training met
the need. Training is still used in this manner; however, some organizations recognize that when training is
coupled with development, it serves a deeper purpose within the organization. Training and development are,
therefore, used in a strategic manner to impact the organization as a whole for the long-term.
Developmental Approaches to Training
This now brings us to the developmental approaches to training. With the knowledge that an organization
must align its training activities to its business strategy to achieve its outcomes, training must be designed
and developed in such a way that efficiently facilitates this task. In many cases, depending on the need to be
met, existing training materials may be acceptable to meet specific needs if given minor modifications.
However, at other times, new materials must be developed to meet a specific need. During the developmental
phase of training, choices are made among the various types of learning activities, training delivery methods,
and technological tools that can be used. We will discuss each one of these components in detail.
Learning activities give the opportunity for participants to learn information. Activities may include passive or
participatory learning experiences.
HRM 6303, Training and Development
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Passive learning activities involve the learner reading, listening, and observing. These may include
programmed instruction or readings delivered by computer or mobile devices, panel discussions,
demonstrations, and lectures.
Participatory learning is a form of education in which the learner interacts with the instructor or group of co-
learners. This includes facilitated group discussions and question-and-answer (Q&A) sessions, along with the
activities listed below.
• Simulations: Participants perform a given role within a scenario designed to resemble a real-life
challenge.
• Case studies: Participants apply knowledge or a new skill to a hypothetical case or situation.
• Structured exercises: Participants complete tasks similar to those actually encountered on the job.
• Role play: Participants act out and assume roles to practice appropriate behavior or resolve conflicts
for various situations.
Those responsible for the development of training must take into consideration the activities they use since
the activity choice will affect the participants’ level of interest, their ability to retain and apply new knowledge,
and the resources needed to develop the training. Below are some questions to keep in mind when selecting
learning activities.
Training delivery methods: The three major training delivery methods are self-directed study, instructor-led
training, and on-the-job training (OJT).
• Self-directed study: Sometimes referred to as self-study, this is a type of training delivery method that
gives learners the opportunity to progress at their own pace without the assistance of an instructor.
This training delivery method can include training materials and also performance support materials
such as job aids that provide step-by-step instructions regarding work tasks. The materials presented
may be delivered in a number of ways. The oldest form of delivery is print—the workbook. Video and
audio delivery accommodate different learning styles and increase the flexibility of how training is
delivered. For example, these may include electronic formats such as MP3s, podcasts, or mobile
devices.
• Instructor-led training: This form of training delivery is traditional in a sense that training is delivered
by an instructor to an audience. The setting for the training can be a classroom or conference room
onsite. Some organizations may also partner with colleges and universities, training vendors, and
trade associations to provide traditional classroom training. The option of the internet has allowed for
HRM 6303, Training and Development
UNIT x STUDY GUIDE
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training to be virtual. For example, webinars allow individual learners or entire classes to access an
instructor from one central location via the web. Some of the learning activities found in instructor-led
training are presentations, lectures, readings, case studies, group discussions, and simulations.
• On-the-job training (OJT): Managers and supervisors of a given organization will typically provide
OJT to employees at the actual work site. The customary practice of OJT is demonstrated below.
o The skill is demonstrated by the trainer to the learner.
o The learner then practices the skill that was demonstrated.
o Feedback is given to the learner by the trainer regarding the learner’s performance.
o The learner is then retested.
Often, the learner is given learning aids to support his or her performance after the OJT. These learning aids
may include diagrams or process models.
Technological learning tools: Many organizations have observed that technology has allowed them to deliver
training more effectively and efficiently. Access to training has been made more equitable due to technology,
and it aligns with the way that employees live by allowing them to learn when and where they choose.
Technology has also given human resources more control in the administration of training. The COVID-19
pandemic illustrated the increased need for technology to be at the forefront with training and development.
There are four types of technological tools we are discussing including eLearning, learning portals, learning
management systems, and mobile learning.
• eLearning: This is the delivery of training that is typically done through electronic media such as
virtual classrooms, mobile devices, or web-based learning via a computer. When this method of
training delivery is used, instructors are often positioned to moderate discussions, provide feedback,
and suggest supplemental resources and activities.
• Learning portals: This is an access point via the internet and through an organization’s intranet site
that provides access to the organization’s database of information and resources pertaining to
learning and training. Information through learning portals can be presented from diverse sources in a
unified way. Employees have access to learning-related applications, and information can be handled
and communicated effectively and efficiently.
• Learning management systems: A learning management system (LMS) is an electronic system that
holds suggested curriculum and course content. An LMS may also have certification paths for those
needing certification in a given area. The LMS has the ability to manage and track employee
registration and completion and many other employee development activities such as career and skill
development.
• Mobile learning: There are a number of ways that mobile learning can be defined, but for this lesson,
we will define it as content and information that can be accessed via a small, handheld device such
as a smartphone or tablet. Many organizations around the globe use mobile learning as a means to
deliver training as it provides a degree of equity in training access in remote regions.
Conclusion
As you can see, technology has disrupted the way training is delivered and how employees learn. There
are many benefits that organizations can realize by utilizing technology to administer training. By
adopting technology in the development of training, technology will continue to shape the ways that
organizations deliver training. Organizations that have quickly adapted to the major shift of utilizing
technology for a means of online and virtual training and development have seen significant
improvements within their organizations.
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