Westport Communications

Marisol Ortiz

GA1600041

2906 Raven Creek Dr. Orlando, FL 32839

[email protected]

Day 407-508-1928

Evening 407-508-1929

MR632 Training and Development

1/10/2018

Training development models refer to the types of a process of education which aids in enhancing of the employees’ performances through a changed attitude, sharpened skills, gained knowledge and concepts which include (Jehanzeb, 2013);

1. Corporate university model. This model is a strategic tool of an educational process which helps a parent organization in carrying out activities that boosts the knowledge and learning of an individual as well as that of the organization which helps attain its objectives and has a long-term impact of the company’s stability and financial health.

Some of the strengths of using this model is that it provides a model that is powerful for people to embrace where people are compelled to renew their learning commitments. It offers a particular branding opportunity for an organization. The model also engages senior executives in the process of identifying a challenge in the organization and establishing the solution. However, the model also has some weaknesses which include criticism that the training does not involve real world scenarios and thus hard to apply to a real-life situation (Tannir, 2015).

2. Business-embedded model. It’s a dynamic and ever evolving model that aids in strategizing the direction of an organization, designing of products, structuring the versatility, ensuring products are well delivered and it is responsible for the outcomes.

However, some of the strengths of the business-embedded model is that it has a strategical direction which means that it provides a customized solution for its clients’ needs, competes for internal customers and understands the organization products cycle. The model also helps in the product design which employs the benchmarking among other innovative designs. Another strength of the business-embedded model is on product delivery where it offers a menu of learning options and delivers its training at the work site. However, some of the weaknesses of the model is that a lot of time is wasted during the employees training since some of them might take a while to understand some essential concepts (Zuraiju, 2017).

3. Change model. This model refers to the introduction and learning of new skills which involves a trainer introducing the skill, going through each example step by step on how to perform the skill, giving the trainee time to practice the new skill and finally monitoring if they have understood.

Some strengths of the change model is that it helps create a sense of urgency as to why some changes need to be done in an organization. Also, it helps in the creation of a guiding coalition, where the board agree on the change needed in a particular area of the company and can thus be implemented. However, some of the weaknesses includes the way to sustain the change which can be hard as people in the company were not used to. Also, it might be time consuming as people have to be trained on how to go about it (Calder, 2013).

References:

Calder, A. M. (2013). Organizational Change. Retrieved from https://digitalcommons.usu.edu/cgi/viewcontent.cgi?article=1142&context=honors

Jehanzeb, K. (2013). Training and Development Program and its Benefits to Employee. Retrieved from http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.735.1349&rep=rep1&type=pdf

Tannir, A. (2015). The corporate university model for continuous. Retrieved from file:///C:/Users/Kizito/Downloads/Thecorporateuniversitymodelforcontinuouslearningtraininganddevelopment-ProQuest.pdf

Zuraiju, M. (2017). Business-embedded model. Retrieved from SlideShare: https://www.slideshare.net/maiveur?utm_campaign=profiletracking&utm_medium=sssite&utm_source=ssslideview