Principles Of Learning, Training and Development.

After having decided whether learning and development department should report to HR or Operations the responsible department should then consider the following significant pointers with utmost diligent approaches with these two main factors in mind-(OBJECTIVES &PRINCIPLES+).  Training and development is the field which is concerned with organisational activity aimed at bettering the performance of individuals and groups in organisational settings. It has been known by several names, including human resource development, and learning and development.
 

· Training: This activity is both focused upon, and evaluated against, the job that an individual currently holds.

·  Education: This activity focuses upon the jobs that an individual may potentially hold in the future, and is evaluated against those jobs.
 · Development: This activity focuses upon the activities that the organization employing the individual, or that the individual is part of, may partake in the future, and is almost impossible to evaluate.

The term talent development is becoming increasingly popular in several organizations, as companies are now moving from the traditional term training and development. Talent development encompasses a variety of components such as training, career development, career management, and organizational development, and training and development. It is expected that during the 21st century more companies will begin to use more integrated terms such as talent development.

Some of the most important aspects as of recent years of these three above are as follows -:

• E-learning, collaborative and social learning
• Talent management
• Leadership development
• Apprenticeships
• Union learning representatives (ULRs) 
• Employee orientation for new starters (on-boarding)
• Assessing the impact of L&TD

The training and development policy, and accompanying guidance notes, provide a framework within which decisions can be made and supported with regard to the development of individuals and groups within any organisation. In addition, please refer to the policies and guidance notes on induction and the performance review process.

Organisation’s continued success depends upon meeting the objectives set by the Board and agreed with our funders and partners. This will be achieved through staffs that are competent in their roles.

Organisations aim to ensure that :

• its stated objectives are met.
• each member of staff understands what his or her work role involves.
• each person is developed to enable them to achieve their work objectives.
• staff are prepared and equipped to deal with changes in the organisation.
• Each individual is encouraged to develop his or her potential, both personally and professionally.

Training and development can be defined as any activity designed to help individuals become more effective at their work by improving, updating or refining their knowledge and skills. It encompasses a range of activities including, for example, involvement in various projects, attendance at training courses, conferences or seminars, visits to other institutions, work shadowing, formal study, coaching and mentoring.

AT Humba-HR-Consultants we believe that training and development is a continuous process. There is an expectation that staff will keep abreast of developments within their own area of expertise, and all staff are encouraged to undertake development activities throughout their working lives. The performance review system allows for specific input from individuals in relation to suggestions for development at least twice a year.

Organisations should approach to the provision of training and development is to consider the development needs identified and how these should be met. This is in line with both Investors in People and Organisation’s definition of training and development, and it focuses attention on development activities that add value to the business, enabling businesses to meet its strategic objectives.

The responsibility for identifying training and development needs and carrying out agreed training and development activity is shared between the line manager and member of staff. The stakeholders will encourage and support appropriate training and development. Reasonable time and financial support may be allocated.

Line managers are responsible for providing support and guidance in relation to the training and development of those reporting to them, particularly in relation to the identification of training and development needs and making sure that appropriate action can be taken as a result.

Each member of staff is expected and encouraged to take ownership and responsibility for their personal development in relation to their work, within the framework of support provided by the organisation. This includes analyzing one’s own skills, aptitudes and potential development needs, as well as having a positive attitude and proactive approach to development.

The Employer should be committed, through its performance review process, to the creation of training and development opportunities for all staff, and will work to ensure equality of opportunity across all training and development activity. Equal opportunities will be monitored specifically and reported on annually to Directorate.

Human Resources will monitor and evaluate training and development activity so as to continually learn and improve provision. All staff believes that effective training and development benefits the individual and the organisation as a whole, and contributes to the achievement of Organisation’s objectives. 

These benefits include:

• high standards of work performance
• greater understanding and appreciation of factors affecting work performance
• sharing ideas and dissemination of good practice
• effective management and implementation of change
• building strong and effective teams
• increased motivation and job satisfaction for individuals
• professional development
• Greater understanding of daily business.