Training And Development

A Competitive Work Force

Fatemeh Hashemi

Training And Development

A Competitive Work Force

The key to hiring good candidates is not always wages. But

Today training is as important as salary. If you don't pay

good wages, the best candidates will not even consider

working for you. But Training is a great benefit that is

often overlooked by employers.

Different way of improving in work force by training:

1) Improving the competences of the work force which

create a competitive advantages .

2) Contribution to organizational success, for example

providing shared experience by the aim of prompted

understanding among employees

3) Development importunately can help employee develop

their own proposal competitive advantages

Importance Of Training And

Developing Strategic

1-Improving recruitment and

retention

2-Improving competitiveness

3-Implementing new technology

4-Improving customer services

Training And Development Within

An Integrated “HRM “System

The activity of Training, Developing and Socialization

employees are so closely related to HRM.

That might be impossible to put an obvious distinction

between them but we can say Development Practices

improve performance by required knowledge of a

competitive work force.

Training focus on knowledge and skills which require

before being placed in job.

Socialization teaches employees about the organization

history, culture, and management practice . new

employees learn how thing are done in the new

environment or in any procedures manual.

Other HR Activities

Legal Compliance

For some job in some industries, federal

regulation require employers to provide

training .for example the Occupational

Safety and Health Administration(OSHA)

the Food and Drug Administration

(FDA)are some example that enforce

training requirements, in some other

industry like finantional service and real

estate , employee must be certified to

hold particular job.

Possible measures of T&D

IS included in two categories:

1) short term effects 2)long

term consequence , In general,

employers seeks for long term

consequences to evaluate more

effectiveness, however, they

assess only short term effects.

Evaluating Training

And Development

Manager Analyzing

The training manager must analyze as much

information as possible about :

• Organization and its goals and objectives.

• Jobs and related tasks that need to be learned.

• Competencies and skills that are need to

perform the job.

• Individuals who are to be trained.

Organizational Need

AnalysisAnalysis about the organization needs covers

in three area:

1) Short term strategy

2) Long term strategy

3) Strategic business of objectives of the

company

This analysis should produce a clear statement

of the goals to promote the company by

training activities.

Demographic Needs

Analysis

Demographic needs analysis determine the

training needs of specific population of

workers. It is useful to understand whether

all employee are given equal access to

growth developmental challenge to promote

skill development on the job methods.

Creating The Right

ConditionsThe successful development in training

depends on right conditions. We have five

essential components which are written below

can ensure that the right conditions are in

suitable place:

• Insight

• Motivation

• New skills and knowledge

• A Real world practice

• Accountability

Skills

With the declining availability of skilled industrial

workers, along with lack of industry support by

educational and private concerns, it is getting tougher

to locate and hire skilled industrial workers. Rather

than fight this battle, it is far better to develop

employees that you currently have and promote from

within your own company. Many skilled employees

will be leaving for retirement within the next 10 years.

A succession plan should be developed to train

personnel as others retire or leave the work force.

To survive the current and future employee climate, an

ongoing training program and hiring strategy must be

developed to reduce future industry cost.

Decide Who Provide

When we start training and development

activities it is important to provide required

guidance .

As an example:

• Supervisors and Other Managers. On-the-job

training

• Coo workers. Paired-training, coaching

• Experts. Subject matter experts

• Employee. Computer-based, self-paced

instruction

Training For Effective

Out come

For training effective outcome three

important Objectives are useful to

learn:

1) Motivation

2) Attitudes

3) Values

How We Can Maximize

Learning?Setting the several Stages for Learning ,also Increasing Learning

during Training is disgusted in four important points:

1) Active participationBetter performance through involvement

2) MasteryPromotes self-efficacy beliefs about task-specific abilities

Segment, sequence and shape learning of tasks

Set proximal goals to increase mastery perceptions

3) FeedbackSpecific, timely, diagnostic, practical feedback

4) PracticeProvide opportunities for practice of new behaviors to make them

consistent and permanent

Team Training And

Development

Team training and development are

divided in three process

•Training to develop team cohesiveness

•Training in team procedures

•Training to develop work team leaders

Cross Cultural Training

To prepare people from several cultures to

work together we need “Diversity training

”and To prepare a person for living in

another culture Training for expatriates and

families should be in the focus of our

attention.

A planned intervention designed to increase

the knowledge and skills of expatriates to

live and work effectively and achieve

general life satisfaction in an unfamiliar

host culture is Cross Cultural Training.