Hrm term paper ppt

TRAINING TRAINING AND AND

DEVELOPMEDEVELOPMENT AS NT AS

STRATEGY STRATEGY FOR FOR

GROWTHGROWTH

INTRODUCTIONINTRODUCTIONTraining is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviors' to enhance the performance of employees.

Training is activity Training is activity leading to skilled leading to skilled

behaviorbehavior It’s not what you want in life, but it’s knowing how to reach it

It’s not where you want to go, but it’s knowing how to get there

It’s not how high you want to rise, but it’s knowing how to take off

It may not be quite the outcome you were aiming for, but it will be an outcome

It’s not what you dream of doing, but it’s having the knowledge to do it

It's not a set of goals, but it’s more like a vision It’s not the goal you set, but it’s what you need to

achieve it

Need for Training and Need for Training and DevelopmentDevelopment

Before we say that technology is responsible for

increased need of training inputs to employees, it is

important to understand that there are other factors too

that contribute to the latter. Training is also necessary for

the individual development and progress of the

employee, which motivates him to work for a certain

organization apart from just money. We also require

training update employees of the market trends, the

change in the employment policies and other things.

Factors that contribute to the increased Factors that contribute to the increased need to training and development in need to training and development in organizationsorganizations

ChangeThe word change encapsulates almost everything. It is one of the biggest factors that contribute to the need of training and development. There is in fact a direct relationship between the two. Change leads to the need for training and development and training and development leads to individual and organisational change, and the cycle goes on and on. More specifically it is the technology that is driving the need; changing the way how businesses function, compete and deliver.

Development

It is again one the strong reasons for training and development becoming all the more important. Money is not the sole motivator at work and this is especially very true for the 21st century. People who work with organisations seek more than just employment out of their work; they look at holistic development of self.

Process of training and Process of training and developmentdevelopment

STEP 1: ESTABLISHING A NEEDS ANALYSIS.

STEP 2: DEVELOPING TRAINING PROGRAMS AND MANUALS.

STEP 3: DELIVER THE TRAINING PROGRAM

STEP 4: EVALUATE THE TRAINING PROGRAM.

STEP 1: ESTABLISHING A STEP 1: ESTABLISHING A NEEDS ANALYSIS.NEEDS ANALYSIS.

This step identifies activities to justify an investment for training. The techniques necessary for the data collection are surveys, observations, interviews, and customer comment cards

Objectives of needs analysis Objectives of needs analysis

- "Why" is training needed? - "What" type of training is needed? - "When" is the training needed? - "Where" is the training needed? - "Who" needs the training? and

"Who" will conduct the training? - "How" will the training be

performed?

STEP 2: DEVELOPING TRAINING STEP 2: DEVELOPING TRAINING PROGRAMS AND MANUALS.PROGRAMS AND MANUALS.

This step establishes the development of current job descriptions and standards and procedures. Job descriptions should be clear and concise and may serve as a major training tool for the identification of guidelines. Once the job description is completed, a complete list of standards and procedures should be established from each responsibility outlined in the job description. This will standardize the necessary guidelines for any future training.

STEP 3: DELIVER THE STEP 3: DELIVER THE TRAINING PROGRAMTRAINING PROGRAM

This step is responsible for the instruction and delivery of the training program. Once you have designated your trainers, the training technique must be decided. One-on-one training, on-the-job training, group training, seminars, and workshops are the most popular methods.

STEP 4: EVALUATE THE STEP 4: EVALUATE THE TRAINING PROGRAMTRAINING PROGRAM

This step will determine how effective and profitable your training program has been. Methods for evaluation are pre-and post- surveys of customer comments cards, the establishment of a cost/benefit analysis outlining your expenses and returns, and an increase in customer satisfaction and profits.

CASE STUDY: SIEMENSCASE STUDY: SIEMENS

Workforce planning enables Siemens to identify its training needs

Siemens is a one of the largest electrical and electronics engineering companies in the world. Every year it employs 20000 people in UK. In addition, Siemens UK invested a huge amount of money only on research and development, because their business focused on ‘innovation’.

Therefore, for growth of their business, Siemens needs people with first class level of skill, knowledge and capability in engineering, IT, business and other relevant field.

Kinds of workforce Kinds of workforce Environment ScanCurrent Workforce ProfileFuture Workforce ViewAnalysis and Targeted FutureClosing the gaps

Siemens development Siemens development programprogram

ApprenticeshipsSiemens Commercial AcademySiemens Graduate Programs

Benefits of training and Benefits of training and development todevelopment to

SiemensSiemensFlexible adaptable employees take on

new roles and technologyImproving productivity and earning more

revenueLong-term employee commitmentAttractive to future employeesEmployee confidence, motivation and job

satisfaction

Effectiveness of Training and Effectiveness of Training and Development to Development to

At first, the employees and their line manager agree the objectives at the

beginning of the project.

After that, objectives monitored throughout the whole project formally or

informally, it ensures that all training is successful and for the best interests

of the company.

Annually the line manager discusses the result about progress toward the

objective that has been set. Feedbacks are also discussed with the

employees whether any implementation is needed or not. It helps Siemens

to get feedback from staff on changes.

Another thing is new objectives are also set. In some cases,

appraisals linked to pay reviews.

In some cases, appraisals linked to pay reviews. This helps

the employee to feel valued and that motivate them to

perform better or to put their best effort.

When they have seen that staffs are up-to-date in a fast

changing business and they are involved in rapid change

with the situations, then they can measure that training and

development program was successful.

Training and development helps Training and development helps Siemens in achieving its business Siemens in achieving its business

objectivesobjectives

As Siemens provide training to their employees to

improve their performance as well as have up-to-

date knowledge and skills remain competent in the

highly competitive market. This makes the

employee motivated and confident. In addition,

they have updated knowledge so they are the asset

for the organization. The employees feel valued

and stay longer in organization

CONCLUSIONCONCLUSION

An organizations primary business objective is to

make profit. So trained employee can make more

profit by their skills and cost of new employees

can reduce by effective training program. In

addition, valued, satisfied and skilled employee

can empower the organization and gain a

competitive advantage. By training and

development program, Siemens can ensure its

long-term business objectives.

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