CIMA E1 Syllabus E3. Human resources - Training and development - Notes ^{5 / 9}

What is the training gap?

The training gap is the difference between the knowledge and skills that an organisation has and the knowledge and skills that the organisation wants or needs to achieve its strategy.

What is training?

Training is the learning process whereby individuals acquire knowledge and skills to aid in the achievement of specified goals. 

These goals may be defined in very specific terms.

What is development?

Development can be seen as a longer term continuing process, where both the individual and organisation determine the details of the development process.

It is more of a longer-term continuing process.

Methods of training and development

1. Face-to-face courses

2. Self study by reading manuals, etc.

3. Computer based training software

4. Shadowing

5. Coaching by a senior

6. Employer sponsored qualifications

5 Stages of Training and development

1. Identify training and development needs

2. Set training objectives

3. Plan the training

4. Deliver the training

5. Evaluate the training

Personal development plans

Personal development plans are clear developmental action plans for individual staff that integrate a range of developmental opportunities, including formal training.

1. Analyse the current position 

   An individual SWOT analysis can be performed by the employee with assistance from their supervisor/manager. The goal is to specify areas that the employee can effectively improve on.

2. Set goals to cover performance in the existing job, future changes in the current role, promotional possibilities, and developing specialist expertise

   These objectives should aim to be “SMART” objectives (i.e. Specific, Measurable, Achievable, Realistic and Timebound).

3. Plan personal development

   A practicable action plan is then finalised to achieve the goals.

Ways in which training is evaluated

Comparing the costs with the benefits of the training programme.

To increase effectiveness of a training programme certain issues need to be addressed before, during and after the course.

1. Reaction - this shows the reaction of the delegates to the training programme through feedback 
   forms

2. Learning - this considers the extent to which learners have learned what has been covered in the training

3. Behaviour - this considers the extent to which behaviour changes as a result of the training

4. Results - this considers what benefits have resulted directly from the training

Benefits of training and development to the organisation

1. Minimise the learning costs of obtaining the skills the organisation needs

2. Lower costs and increased productivity

3. Fewer accidents, and better health and safety

4. Less need for detailed supervision

5. Flexibility

6. Recruitment and succession planning

7. Corporate culture: raining programmes can build relationships

8. Motivation

Benefits of training and development to employees

1. Enhances portfolio of skills

2. Can help people do their job better

3. Psychological benefits - The trainee might feel reassured that they are of continuing value to the organisation.

4. Social benefit - social needs can be met by training courses