chapter 15 ppt student saks 6e

© 2013 by Nelson Education Ltd. 1

CHAPTER FIFTEEN

The Evolution and Future of Training and

Development


LEARNING OUTCOMES

Describe the changing role of training professionals Discuss the outsourcing of training and development Explain the role of ethics in training and development Define Learning 2.0 and describe the evolution of training and

development in organizations Define lifelong learning and describe the four pillars of lifelong

learning


TRAINER’S ROLE

ASTD identifies the following as a trainer’s role:

Learning strategist Business partner Project manager Professional specialist


OUTSOURCING T&D

Using an external supplier to provide training and development programs and services

57% of HR and training professionals outsource at least some portion of T&D

In Canada, over 50% of total training investment is outsourced • Directly to outside trainers• Indirectly to tuition reimbursement to outside

providers


OUTSOURCING T&D

Benefits to Outsourcing

• Access to specialists• Greater variety of

programs• More efficient and less

expensive – back on job quicker

• Improvements in compliance and accuracy

• Perceived credibility of outside trainers

Risks in Outsourcing

• Loss of control• Vendor does not

understand organization’s culture

• Loss of in-house expertise

• Increased vulnerability


OUTSOURCING T&D

To increase likelihood of success:

Establish trusting relationships Have frequent client–vendor interaction Make contractual agreements clear and

comprehensive Work closely with training suppliers Outsource for the right reasons


ETHICS AND T&D

Ethics: Systematic thinking about moral consequences of one’s actions and decisions on various stakeholders

Stakeholders: Persons inside or outside the organization who might be affected by one’s actions and decisions Many organizations, such as the Canadian Society

for Training and Development, have codes of ethics that set standards of practice and professionalism for members


ETHICS AND T&D

Ethical Standards:

1. Voluntary consent

2. Discrimination

3. Cost effectiveness

4. Accurate portrayal

5. Competency in training

6. Values

See Trainer’s Notebook 15.1

LEARNING 2.0

Represents a shift from learning as a product that is created for learners

Learner-initiated, collaborative process• Can be:

– Informal or formal– Face-to-face or through social media

Results from changes in workplace and the changing nature of work

It is more fluid and employee-driven


LEARNING 2.0



LIFELONG LEARNING – PILLARS

Lifelong learning is an approach to learning that recognizes that learning takes place throughout a person’s life and involves all aspects of one’s life.

Canadian Council on Learning developed Composite Learning Index (CLI)

Measures Canada’s progress on “Four Pillars”• Learning to know• Learning to do• Learning to live together• Learning to be


COMPOSITE LEARNING INDEX

CLI recognizes lifelong learning is critical to success of individual, the community, and the country

Individual benefits from better jobs and higher wages Canada benefits from higher productivity and a

stronger economy Training and development is an important contributor

to lifelong learning Many organizations taking holistic and lifelong

approach to continuous education and learning


SUMMARY

Discussed the changing role of the trainer and outsourcing training and development

Discussed ethical issues in training Introduced important trends including just-in-time

learning, rapid e-learning, and learning management systems

Described training and development as part of larger process of lifelong learning

Reviewed of major reasons for failure of training and development and design features that facilitate learning and transfer

chapter 15 ppt student saks 6e

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