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Training & E mployee Development

Training & E mployee Development. Challenges to Organizations. Competing in a global economy Eliminating the skills gap The need to source for and retain talent The need for life long learning Facilitating organizational learning. Training & Development.

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Training & E mployee Development

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  1. Training &Employee Development

  2. Challenges to Organizations • Competing in a global economy • Eliminating the skills gap • The need to source for and retain talent • The need for life long learning • Facilitating organizational learning

  3. Training & Development Current job Current / Future jobs Individuals or groups Individuals or groups Immediate Long term Fix skill deficit Future demands

  4. Availability of training can aid in recruitment Recruitment Provide an additional source of trainees Selection Effective selection may reduce training needs Training may permit hiring less-qualified applicants Training aids in the achievement of performance Performance Appraisal A basis for assessing training needs and results Training and development may lead to higher pay Compensation Management A basis for determining employee’s rate of pay Training may include a role for the union Labor Relations Union cooperation can facilitate training efforts Training and Development and Other HRM Functions

  5. The Scope of Training • Training • Effort initiated by an organization to foster learning among its members. • Tends to be narrowly focused and oriented toward short-term performance concerns. • Development • Effort that is oriented more toward broadening an individual’s skills for the future responsibilities.

  6. Aligning Training Programs to Strategy WHAT IS TRAINING? • Training is a planned effort by an organization to facilitate employees’ learning of job related competencies. • Competencies include knowledge, skills, or behaviors that are critical for successful job performance. • The goal of training is to enable the employee to master the knowledge, skills and behaviors, and apply them to his or her day-to-day activities.

  7. Training Challenges • Is training really the solution to the problem? • Are the goals of training clear and realistic? • Is training a good investment? • How will we know whether the training worked?

  8. Aligning Training Programs to strategy HIGH-LEVERAGE TRAINING • High-leverage training is linked to the strategic business goals and objectives of the company. • It uses an instructional design process to ensure that training is effective. • It benchmarks the organization’s training programs against training programs in other organizations. • I helps to create working conditions that encourage continuous learning.

  9. Aligning Training Programs to strategy STRATEGIC TRAINING 1 Analyze Established Goals Training can play a pivotal role in ensuring that the company’s strategic and performance goals are met. All it needs is a strategic planning of training activities. 4 Evaluate Training Effectiveness 2 Develop Training Strategies 3 Integrate Training to Strategic Plans

  10. Aligning Training Programs to Strategy To go through the process cited above, a number of questions need to be asked and answered when completing each of the four steps.

  11. Aligning Training Programs to strategy ANALYZE ESTABLISHED GOALS • To reach each goal, what competencies must the current and/or future workforce members possess? • What innovative steps could be taken to reach the goal? • Are their competency gaps that must be addressed to meet this goal? • Could training help reduce the gaps in competency, as well as other human resource problems that may exist?

  12. Aligning Training Programs to strategy DEVELOP TRAINING STRATEGIES • Are their non-training strategies that are needed to support the training intervention? • What types of training should be provided? • Do the anticipated benefits from training outweigh the projected costs?

  13. Aligning Training Programs to strategy INTEGRATE TRAINING INTO STRATEGIC PLANS • What is the goal of proposed training? • Can you relate this goal to an existing goal in the strategic business plan? • How will you measure training goal accomplishments? • What tasks and resources are required to implement the training?

  14. Aligning Training Programs to strategy EVALUATE TRAINING GOAL ACHIEVEMENT • Did you reach the training goal? • How much did it cost to achieve it? • Did accomplishment of the training goal help in achieving the related strategic goal?

  15. For Successful Training: • Link training content to work functions and day to day operations. • Include everyone in the process. • Be flexible when / where training happens. • Use a variety of training methods. • Consider “on the job training” • Provide ongoing feedback. • Get the support of top management.

  16. The PROPER Way to Do On-the-Job Training

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