Training and development

Training and Development
Name
Institutional Affiliation

Training and Development
1a. How do you define training?
Training refers to formal employee behavioural modification through learning to gain new skill sets for a new role or to perform better in their current positions (Kraiger, 2013).
1b. How do you define professional development?
Professional development is the building-up of an employee’s skills while, at the same, installing maturity growth in terms of interpersonal skills and decision making for management roles in future (Kraiger, 2013).
2a. what are the most common characteristics of an effective training and development program?
The core characteristics of training and development programs include; assessing the gaps to identify requirements for the training, coming up with clearly defined objectives, goals and expected outcomes, training materials and content should be relevant to needs, trainee empowerment through demonstrations to ensure successful transfer of knowledge and skills and evaluation of the program to determine its shortcomings for further improvement (Kraiger, 2013). Successful training and development programs thus depend on how well they are designed and implemented.
2b. How do these characteristics align with the analysis, design, development, implementation, evaluation (ADDIE) or analysis, research, design, development, implementation, evaluation (ARDDIE) model of training and development?
ADDIE is an abbreviated term for a model used for training and development.

The characteristics of training and development align with the ADDIE model of implementing the program, where;
Analysis corresponds to the identification of gaps based on the current situation.
Design involves coming up with a blueprint that is similar to identifying objectives and end goals.
Development is generating the course content to match the design and thus relates to coming up with relevant training instruments.
Implementation refers to knowledge transfer, and it corresponds with empowering the trainees with new knowledge and skill sets.
Evaluation is the final stage, and it seeks to create an avenue for improving on future training programs. It corresponds to discovering any shortcomings that will be relied on for future improvement (Toenniges & Patterson, 2006).

References
Kraiger, K. (2013). Creating, implementing and managing effective training and: State-of-the-art lessons for practice. American Society for Training and Development.
Toenniges, L., & Patterson, K. (2006). Managing Training Projects. Alexandria: American Society for Training & Development.