Department of Education

National Capital Region

Schools Division Office-Marikina City
MARIKINA HIGH SCHOOL
E. SantosSt., Concepcion Uno, Marikina City

ORGANIZATION AND MANAGEMENT

Name of Learner: _____________________________ Grade Level: ____________

Section: ____________________________________ Date: __________________

LEARNING ACTIVITY SHEET

Chapter 5- STAFFING
5.4. Training and Development

Background Information for Learners

Training and development is one of the key roles of human resource functions. To
increase the performance or productivity of the employees in the organization, they should be
continuously given training in order to develop additional competency or skills. This training
and development will be for the benefit of both the employees and the entire organization.

According to Altarejos, Cabrera and Benjamin (2016), Training refers to learning given by
organizations to its employees that concentrates on short-term job performance and
acquisition or improvement of job-related skills. Development, on the other hand, refers to
learning given by organizations to its employees that is geared toward the individual’s
acquisition and expansion of his or her skills in preparation for future job appointments and
other responsibilities.

Before the HR department can develop plans for training and development, it is a must
that they should first conduct training needs analysisto their employees. Training needs
analysis is the process in which the company identifies training and development needs of its
employees so that they can do their job effectively.
(https://economictimes.indiatimes.com/definition/training-needs-analysis)

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 Sample form for training needs analysis

Developing the training program involves stating the instructional objectives that describe
the knowledge, skills, and attitudes that have to be acquired or enhanced to be able to
perform well.

In implementing the training program, the following are the types of training program
implementation: (Altarejos, Cabrera and Benjamin, 2016)

1. On-the-Job training
2. Apprenticeship training
3. Classroom instruction
4. Audio-visual method
5. E-learning

In evaluating the training program, the implementor of the program may see the positive
effects by assessing the participants reactions, acquired learnings and behavior after
completing the said training program. Positive outputs can also be measured through the
effect in the Return on Investment (ROI) and benefits gained by the organizations.

Learning Competency with Code

Analyze the recruiting, selecting, and training of employees.
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Directions/Instructions
After reading the above information, perform the activities below.

Exercises/Activities

Activity 1. Let’s try this…

Identify your own knowledge, skills, abilities, values, and interests. What individual
career goals or pathways would you like to pursue or take in the future. Devise your own
training needs analysis and individual career development plan.

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Rubrics for Scoring

Description 4 3 2 1 Your Score

Content -very -good -not very -poor 4
thorough responses thorough responses 3
responses -good -little -poor 2
-great content content content content 1
Organization -well -good -little -poor 4
organized organization organization organization 3
2
1
Creativity -great over all -good look -little -not creative 4
look creativity 3
2
1
Presentation -evidence that -clear, -appears -careless, 4
pride and care uncluttered rushed of hurried and 3
was taken, and somewhat illegible 2
and the attractive careless but presentation 1
message of the content
the is legible
illustration is
clearly
defined
Clarity -easy to -makes some -hardly -no clear 4
understand sense makes sense idea 3
2
1

Reference/s:
Textbook:
Organization and Management by Helena Ma. F. Cabrera, Anthony DC Altarejos and
Riaz Benjamin, 2016

Prepared by

EVA S. MONTANA
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