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The use of new technologies for training delivery will increase Demand for training for virtual work arrangements will rise Emphasis on capture and storage and use of intellectual capital will increase Companies will rely on learning management systems, integration with business processes, and real-time learning
Training will focus on business needs and performance Training departments will develop partnerships and will outsource Training and development will be viewed more from a change model perspective
Intellectual Capital
Companies will increasingly seek ways to turn
employees knowledge (intellectual capital) into a shared company asset because of:
software such as Lotus Notes and intranets growing emphasis on creating a learning organization
Trainers and the training department likely will: manage knowledge coordinate organizational learning
business provide administrative capabilities to track program completion and course enrollments
company
benefit employees improve business functions contribute to overall business strategy and goals
2. 3.
The company must have an e-learning culture that supports online learning and encourages employee participation The online learning environment needs to be under the control of the learner
seen as helping the business functions to meet their needs Requires a shift from training as the solution to business problems to a performance analysis approach
Involves identifying performance gaps or deficiencies
and examining training as one possible solution for the business units (the customers)
involved are:
(1) focusing on interventions related to performance improvement (2) providing support for high-performance work systems
greater focus on systems that employees can use for information on an as-needed basis
successfully implemented, they must first be accepted by managers, upper management, and employees For managers and employees, change is not easy Resistance to new training and development practices is likely Training and development should be viewed from a change model perspective
Task
Loss of Control
Resistance to Change
that companies and trainers need to understand both internal and external environments They need to understand the effectiveness and efficiency of current training practices They need to be aware of other companies practices to ensure that their training practices are the best possible
Change Interventions
Survey Feedback
Process Consultation
Group Interventions