Send More Info
Apply Now
Classroom Login
Call Now
Call Now 855-300-1469

EHR 3340 Training and Development


Course Description

Studies the theory and technology of organizational training and development. Includes concepts and applications to training, methodology for training, evaluation, forces shaping future training development, and current practices and needs. (Requirement: Must be enrolled in University Alliance.)

Course Objectives

After completing this course, students will be able to

  • Explain the legal and regulatory impact of federal legislation on training and development
  • Describe how human resource training relates to the organization’s mission, strategy, and tactical plans
  • Illustrate methods for assessing training needs Identify options for developing training that meets the needs of adult learners
  • Describe methods for on-the-job and off-the-job training
  • Defend considerations when choosing an effective trainer, an appropriate facility, and delivery method
  • State the criteria for evaluating training using catalog sources and differing methods of evaluation
  • Explain adult learning characteristics, learning curves, and behavior modification strategies 

Week 1


Lecture: Introduction

Outcomes

  • Explain the difference between training and education
  • Recognize the worth of training to the organization
  • Explain the value of a development program
  • Link the relationship of training and development to other human resource functional areas

Week 2


Lecture: Legal and Regulatory Factors

Outcomes

  • Describe how employment discrimination statutes apply to training issues
  • Describe how labor relations statutes affect training decisions
  • Identify copyright issues
  • Discuss the copyright statutes as they relate to training material
  • Address the Occupational Safety and Health Act mandated training 

Week 3


Lecture: Training Needs Analysis

Outcomes

  • Describe the purpose and objectives of conducting training needs analysis
  • Recognize the types of training needs assessments
  • Identify the methods for assessing training needs
  • Catalog steps included in determining training needs 

Week 4


Lecture: Adult Learners

Outcomes

  • Define the terms: mission, strategy, and tactical plans
  • Describe what constitutes a learning organization
  • Explain the relationship between training and organizational mission
  • Apply cost/benefit analysis of training
  • List issues related to the funding of training
  • Compare the training responsibilities of line management with those of the HR staff 

Week 5


Lecture: Evaluating Training Effectiveness

Outcomes

  • Identify the various levels of evaluating training
  • Describe how the facilitator, participants, and the company leadership apply the criteria for evaluation
  • Explain various methods that can be used to evaluate reaction, learning, behavior, and results (output)
  • Discuss training effectiveness and transfer of training issues 

Week 6


Lecture: Training Programs

Outcomes

  • Describe different types of training programs
  • Identify different types of information
  • Describe methods of on-the-job training
  • Discuss methods for off-the-job training
  • Address the methods for academic training
  • Identify the most productive types of training in various environments
  • Determine the most productive types of training in various environments
  • Evaluate a training facility for maximum value
  • List items to include in a training program 

Week 7


Lecture: Organization and Training

Outcomes

  • Recognize the characteristics of adult learners
  • Evaluate common learning curves
  • Explain images associated with learning strategies
  • Determine levels of learning
  • Evaluate factors when considering purchasing a training program
  • State training objectives and describe their benefits and structures
  • Define target audiences
  • Assert options for training expansion
  • List characteristics of effective trainers 

Week 8


Lecture: Direction of Training

Outcomes

  • Identify movement in training
  • Evaluate the value of eliminating organizational training
  • Assess outsourcing training
  • Equate how training trends affect society as a whole
  • Pinpoint how training development affects the organization 

The course description, objectives and learning outcomes are subject to change without notice based on enhancements made to the course. December 2013