Title: Lecture Materials: (CU2 M1) Career Planning
Course: SkillsCom BA 224 15.1 > Section: Credit Unit 2 Module 1

- Training Can Make a Differences
- Succession Planning

Training transfer is a concept that seeks to explain how an employee is applying the skills and knowledge obtained during the training process.

Training can Make a Difference (Webpage)

This article defines succession planning and sets the stage for understanding this element of managing human capital.

Succession Planning (Webpage)

Additional Information to Review:

- A controlled experiment uses both a training group and a control group that receives no training to test the effectiveness of a training program. Data are obtained both before and after the group is exposed to training and before and after a corresponding work period in the control group.
- There are several things firms can measure to evaluate a training program, such as the participants' reactions to the program, what (if anything) the trainees learned from the program, and to what extent their on-the-job behavior or results changed as a result of the program. It would be difficult to link overall organizational productivity to a training program.
- There are four basic categories of OD applications: human process, technostructural, human resource management, and strategic applications. HR management involves performance appraisals, reward systems, diversity programs, and goal setting.
- Sensitivity, laboratory, or t-group (the t is for "training") training's basic aim is to increase the participant's insight into his or her own behavior by encouraging an open expression of feelings in the trainer-guided t-group. Typically, 10 to 15 people meet to focus on the feelings and emotions of the members in the group at the meeting.
- Organizational development is a change process through which employees formulate the change that's required and implement it, often with the assistance of trained consultants.