Lesson Plan

• Describe the difference between training and development and give examples of each.
• Explain how training and development affect productivity, quality, retention, innovation and compliance.
• Apply the Kirkpatrick Model to evaluate the effectiveness of a training programme.
• Analyse the costs and risks associated with training initiatives.

• Projector and screen
• Whiteboard and markers
• Printed impact‑summary handout
• Case‑study worksheets
• Laptop for teacher (to show slides)
• Sticky notes for quick brainstorming

Begin with a quick poll: “What recent training have you experienced, and did it help you at work?” Connect this to prior knowledge of HRM’s role in organisations. State that by the end of the lesson students will be able to describe, explain and evaluate the impact of training and development on business performance.

1. Do‑now (5'): Students write on sticky notes one benefit and one drawback of workplace training; share briefly.
2. Mini‑lecture (10'): Define training vs. development, OJT vs. off‑the‑job, using slides and examples.
3. Impact exploration (15'): In pairs, analyse the Impact Summary Table handout; each pair presents one impact area and its business effect.
4. Kirkpatrick evaluation activity (10'): Groups apply the four‑level model to a provided case study and list evidence for each level.
5. Costs & risks discussion (5'): Whole‑class brainstorm of direct/indirect costs and mitigation strategies.
6. Check for understanding (5'): Quick quiz via Kahoot or show of hands on key concepts.

Summarise how effective training creates a virtuous cycle of improved performance and profitability. Ask students to write one “exit ticket” sentence describing the most important impact of training on a business. For homework, students research a real company’s training programme and prepare a brief report linking it to the concepts covered.