Training & E mployee Development
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Transcript of Training & E mployee Development
IPMI-HRM-Day 3 Krishnan Rajendran-2010
Training & Employee Development
IPMI-HRM-Day 3 Krishnan Rajendran-2010
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
IPMI-HRM-Day 3 Krishnan Rajendran-2010
Training & Development
Current job Current / Future jobs
Individuals or groups Individuals or groups
Immediate Long term
Fix skill deficit Future demands
IPMI-HRM-Day 3 Krishnan Rajendran-2010
Training and Development and Other HRM Functions
Training may permit hiring Training may permit hiring less-qualified applicantsless-qualified applicants
Training may permit hiring Training may permit hiring less-qualified applicantsless-qualified applicants SelectionSelectionSelectionSelection Effective selection may Effective selection may
reduce training needsreduce training needs
Effective selection may Effective selection may reduce training needsreduce training needs
Training aids in the Training aids in the achievement of performanceachievement of performance
Training aids in the Training aids in the achievement of performanceachievement of performance
Performance Performance AppraisalAppraisal
Performance Performance AppraisalAppraisal
A basis for assessing A basis for assessing training needs and resultstraining needs and results
A basis for assessing A basis for assessing training needs and resultstraining needs and results
Training and development may Training and development may lead to higher paylead to higher pay
Training and development may Training and development may lead to higher paylead to higher pay
Compensation Compensation ManagementManagement
Compensation Compensation ManagementManagement
A basis for determining A basis for determining employee’s rate of payemployee’s rate of pay
A basis for determining A basis for determining employee’s rate of payemployee’s rate of pay
Availability of training can aid Availability of training can aid in recruitmentin recruitment
Availability of training can aid Availability of training can aid in recruitmentin recruitment RecruitmentRecruitmentRecruitmentRecruitment Provide an additional Provide an additional
source of traineessource of trainees
Provide an additional Provide an additional source of traineessource of trainees
Training may include a role for Training may include a role for the unionthe union
Training may include a role for Training may include a role for the unionthe union Labor RelationsLabor RelationsLabor RelationsLabor Relations Union cooperation can Union cooperation can
facilitate training effortsfacilitate training efforts
Union cooperation can Union cooperation can facilitate training effortsfacilitate training efforts
IPMI-HRM-Day 3 Krishnan Rajendran-2010
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.
IPMI-HRM-Day 3 Krishnan Rajendran-2010
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.
Aligning Training Programs to Strategy
IPMI-HRM-Day 3 Krishnan Rajendran-2010
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?
IPMI-HRM-Day 3 Krishnan Rajendran-2010
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.
Aligning Training Programs to strategy
IPMI-HRM-Day 3 Krishnan Rajendran-2010
STRATEGIC TRAINING
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.
1Analyze
EstablishedGoals
4EvaluateTraining
Effectiveness
2DevelopTraining
Strategies
3Integrate
Training toStrategic Plans
Aligning Training Programs to strategy
IPMI-HRM-Day 3 Krishnan Rajendran-2010
To go through the process cited above,
a number of questions need to be
asked and answered when completing
each of the four steps.
Aligning Training Programs to Strategy
IPMI-HRM-Day 3 Krishnan Rajendran-2010
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?
Aligning Training Programs to strategy
IPMI-HRM-Day 3 Krishnan Rajendran-2010
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?
Aligning Training Programs to strategy
IPMI-HRM-Day 3 Krishnan Rajendran-2010
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?
Aligning Training Programs to strategy
IPMI-HRM-Day 3 Krishnan Rajendran-2010
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?
Aligning Training Programs to strategy
IPMI-HRM-Day 3 Krishnan Rajendran-2010
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.
IPMI-HRM-Day 3 Krishnan Rajendran-2010
The PROPER Way to Do On-the-Job Training