It is a function concerned with organizational activity aimed at bettering the job performance of individuals and groups in organizational settings. Training and development can be describe as “an educational process which involves the sharpening of skills, concepts, changing of attitude and gaining more knowledge to enhance the performance of employees”
Typical roles in the field include executive and supervisory/management development, new-employee orientation, professional-skills training, technical/job training, customer-service training, sales-and-marketing training, and health-and-safety training. Job titles may include vice-president of organizational effectiveness, training manager or director, management development specialist, blended-learning designer, training-needs analyst, chief learning officer, and individual career-development advisor.
Talent development is the process of changing an organization, its employees, its stakeholders, and groups of people within it, using planned and unplanned learning, in order to achieve and maintain a competitive advantage for the organization. Rothwell notes that the name may well be a term in search of a meaning, like so much in management, and suggests that it be thought of as selective attention paid to the top 10% of employees, either by potential or performance.
An individual development plan (IDP) is prepared by the employee in partnership with his or her supervisor through an efficient HR software which is part of a larger and more robust talent management suite. The plan is based upon the needs of the employee, the position and the organization. A good individual development plan will be interesting, achievable, practical and realistic. It is implemented with the approval of the employee’s supervisor.
Learning is one of the elements, which will affect to employee’s IDP. There are many different ways to provide learning, including trainings, seminars, E-Learning, Classroom-based, on-line etc.
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