This book provides you with basic information about training and development processes and how training projects are managed. Upon completion of the book, you will gain sufficient knowledge on the subject to move onto advanced levels of study. Various resources cited in the material offer an exhaustive list of additional readings that may be consulted for more in depth knowledge about different topics. A major portion of the book is devoted to the work done by the Canadian Society for Training & Development (CSTD), which is recognized as the national association of training professionals in Canada. The competency based training model introduced by CSTD provides detailed guidelines to manage training programs from inception to the final implementation stage. It offers a comprehensive framework to develop workplace learning curricula and course materials. In addition, it highlights competencies in different functional areas of training and development, which serve as criteria to evaluate performance of training professionals. CSTD uses these competencies for its certification program known as Certified Training & Development Professional (CTDP).
In today s knowledge based global economy, human capital is recognized as a key driver of success in all types of organizations. Most management experts have accepted that all organizational assets, other than people, such as, cash, buildings and equipment, are passive resources that require human application to produce value (Fitz-enz, 2009). Consequently, an organization's competitive advantage and success are largely determined by the quality of its workforce. Successful organizations realize the significance of training and development initiatives and make continuous efforts to upgrade the knowledge and skills of their workers.
The training industry has matured over the last four decades and benefits from current research into adult learning, instructional design models, innovative delivery methods and effective evaluation tools. New technology and the Internet have transformed training methodologies and online learning is now a dominant form of training.
Most large and medium sized organizations allocate substantial resources to professional development. Top management is always keen to see the impact of training investment upon employees' performance and organizational results. Training professionals need to justify training expenditure, especially in tough economic times. As a result, there has been a shift from traditional training models to performance development oriented approaches in which the transfer of learning to the workplace is a key indicator of success. This approach has had a profound impact on all phases of training including analysis, planning, development and implementation. This change has also influenced the role of training professionals and the competencies they must possess to be successful.