Harrison observes that the name was endlessly debated by the Chartered Institute of Personnel and Development during its review of professional standards in 1999/2000. "Employee Development" was seen as too evocative of the master-slave relationship between employer and employee for those who refer to their employees as "partners" or "associates" to be comfortable with. "Human Resource Development" was rejected by academics, who objected to the idea that people were "resources" — an idea that they felt to be demeaning to the individual. Eventually, the CIPD settled upon "Learning and Development", although that was itself not free from problems, "learning" being an over general and ambiguous name. Moreover, the field is still widely known by the other names. http://en.wikipedia.org/wiki/Training_and_development
Employee learning and development plans are an essential part of enhancing the workplace environment. For employees to prosper and grow they need to be motivated and encouraged to reach their full potential. This is usually done by implementing training that enables the individual to understand her role within the workplace environment.
In the training and development need to do the plan and observe the employee training, career development and employee’s performance, analyze the employee career development, training programs and recommend a periodic performance appraisal, and analyze the present program that is succeed. In additional, there are five key components in the ELD system of personal employee information, performance before training, training course, training transfer, and program evaluation.Personal information system is a system that allows by all employees to access training and develop system related with them. In additional, performance before training is a related to their performance before they attend the training. The training course also, includes the details of the training program will be implemented to employees who have been identified such as module, training methods, length of time and others. The transfer of training, the functions is the employee continuous application of KSA required and suitable during the training exercise into the organization. And the last one is program evaluation. Program evaluation is the summative evaluations that have the quantitative in nature. The formative evaluation that includes the qualitative in nature and assesses how training, learning and development that can be increase and more effective and efficient. Learning that explained quantitative and qualitative assessment of learner’s post-training to evaluate whether transfer of training will be occurred.
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