Module 1 Introduction to Training & Development

 

Is training the same as learning?

Although learning and training may seem to be synonymous, in reality they are two very different concepts.  Training involves one person providing a service to another while learning is internal--it's the self directed change that occurs inside of you as you develop new knowledge or a new skill.  Although the words training and learning are often used interchangeably, there is a trend in our field to move away from the term "training" to the term "workplace learning" to denote greater emphasis on internal change that occurs in performance improvement.

How did the field develop?

The field of training formally began during WWII with the development of systematic instructional design and has evolved over the years.  Many individuals have contributed to the body of knowledge and practice that we call Training, or more recently, Workplace Learning and include:

Management Training Program lecture, ca. 1954
Creating Value

There is a much greater emphasis on outcomes in training than every before.  Companies want to know how their training dollars are being spent and also what affect these expenditures are having on the companies bottom line.  They want hard answers to hard questions like:

  • Was training worth it?
  • How has training increased productivity, sales, motivation, etc?
  • Has training increased profits?

Training must be aligned with business goals and outcomes to address such difficult questions as these. Using the rule of thumb:  "Needs first, solutions second" will remind you that training is not a solution unless there is a demonstrated need and must only be initiated when a need is identified.  Training for the sake of training will never be cost effective, but well thought out training interventions in response to a defined training need will be. 
 

Developing competency as a trainer or workplace learning professional
What must workplace learning professionals know to do their jobs?  To answer this question, ASTD, the American Society of Training and Development, has conducted an extensive study to identify and update the knowledge, skills and abilities that are required in the field.  In 2004, they created the ASTD Competency model to guide the development of professionals in the field.  You can use this model to guide your education.  The model is divided into three areas:

Roles
Roles are groupings of targeted competencies. An individual’s job may encompass one or more roles, similar to different "hats" that one might have to wear. Roles should not be interpreted as "titles."

Areas of Expertise (AOEs)
AOEs are the specialized knowledge/skills an individual needs to perform in a learning and performance role. An individual may need expertise in one or more areas.

Foundational Competencies
Foundational competencies define relevant behaviors for learning and performance professionals.

Learn more about the ASTD Competency Model by visiting:   http://www.astd.org/content/research/competency/AreasofExpertise.htm
So how do you develop your competency?

There are many ways to develop WLP or training competency.  One way of course is to take classes such as this one which are based on the ASTD competency model.  Each course in our curriculum addresses specific competencies in the model providing both theoretical and practical development.  You can also develop competencies through work based experience, internships, and by attending professional meetings and conferences.  Don't forget reading--there are many highly informative books and articles related to the field.  Visit the Roosevelt University Library at www.roosevelt.edu/library either virtually or on campus to learn more about the extensive holdings.  Finally, there are also an array of web based resources including;