HRM - Lecture 1 - Training & Development

8/7/2019 HRM - Lecture 1 - Training & Development

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2/3/2011 HRM/SIMSREE/Sem2 1

HRM

Lecture1- Training and Development


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AGENDA FOR TODAY

What is trainingBusiness strategy and training

Model of training in an organisation- what itinvolvesNeeds analysisModel of Training designHow to design to facilitate learningCases and exercises


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What is training?

Training refers to a planned effort by acompany to facilitate employees learning of

job-related competencies.The goal of training is for employees to

master the knowledge, skill, and behaviorsemphasized in training programs, andapply them to their day-to-day activities


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What is a Business Strategy?

A plan that integrates the companys goals, policies,and actions.The strategy influences how the company uses:

physical capital (plants, technology, and equipment) financial capital (assets and cash reserves) human capital (employees)The business strategy helps direct the companysactivities to reach specific goals.


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Decisions a Company Must Make about How toCompete to Reach Its Goals

Where to compete? In what markets will we compete?How to compete? On what outcome or differentiating characteristic will we

compete? Cost? Quality? Reliability? Delivery? Innovativeness?With what will we compete? What resources will allow us to beat the competition? How will we acquire, develop, and deploy those resources

to compete?


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Strategy impacts training with a strong influence ondetermining:

The amount of training devoted to current orfuture job skills.The extent to which training is customized for

the particular needs of an employee or developedbased on the needs of a team, unit, or division.Whether training is restricted to specific groups

of employees or open to all employees.


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Strategy impact on training (continued)

Whether training is: planned and systematically administered, or provided only when problems occur, or spontaneously as a reaction to what

competitors are doingThe importance placed on training compared to

other human resource management practices suchas selection and compensation.


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Implications of Business Strategy for Training

S trategy Emphasis How Achieved Key Issues Training Implications

Concentration Increase marketshareReduce operatingcosts Create market

niche

Improve quality Improve

productivity Customize

products

S kill currency Developmentof existingwork force

Team buildingCross-trainingS pecialized programs Interpersonal skill trainingOn-the-job training

Internal Growth

MarketdevelopmentProductdevelopmentInnovationJoint ventures

Add distributionchannels Expand global markets Create new

products Joint ownership

Create new jobs Create new tasks Innovation

S upport high-quality product valueCultural trainingConflict negotiationskills Manager training infeedback andcommunicationTechnical competencein jobs


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Based on company policy, training could beeither in-house, or experts could be broughtin to trainWe could have training that is reactive, or

training that is proactive


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Training Design Process

Conducting Needs Assessment

EnsuringEmployees

Readiness for Training

Creating a LearningEnvironment

Ensuring Transfer of Training

Developing anEvaluation Plan

Select TrainingMethod

Monitor andEvaluate theProgram


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Needs Assessment

Refers to the process used to determine iftraining is necessary.

It is the first step in the instructional designprocess: If it is poorly conducted, training will not

achieve the outcomes or financial benefitsthe company expects.


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Needs Analysis Model

Trigger Actual OrganisationalPerformance (AOP)

HRM - Lecture 1 - Training & Development

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