Training Training andand

DevelopmenDevelopment t

Training and Development Practices Training and Development Practices within the Integrated HR Systemwithin the Integrated HR System

Training and Development Practices Training and Development Practices within the Integrated HR Systemwithin the Integrated HR System

Training and Development Training and Development Intentional efforts to improve Intentional efforts to improve

current and future current and future performanceperformance

By helping employees acquireBy helping employees acquire• SkillsSkills• KnowledgeKnowledge• AttitudesAttitudes

Required of a competitive Required of a competitive workforceworkforce

Key TermsKey TermsKey TermsKey Terms

TrainingTraining Improving employee competencies needed Improving employee competencies needed

today or very soontoday or very soon Typical objective is to improve employee Typical objective is to improve employee

performance in a specific job.performance in a specific job.

DevelopmentDevelopment Improving employee competencies over a Improving employee competencies over a

longer period of timelonger period of time Typical objective is to prepare employees for Typical objective is to prepare employees for

future roles.future roles.

Key Terms (cont’d)Key Terms (cont’d)Key Terms (cont’d)Key Terms (cont’d)

SocializationSocialization Learning how things are done in the Learning how things are done in the

organizationorganization• Objective is to teach new employees Objective is to teach new employees

about the organization’s history, culture about the organization’s history, culture and management practices.and management practices.

Learning OrganizationsLearning OrganizationsLearning OrganizationsLearning Organizations

Learning recognized as a source of Learning recognized as a source of competitive advantagecompetitive advantage

Use knowledge management: Use knowledge management: Make sure knowledge from employees, Make sure knowledge from employees,

teams, and units is captured, remembered, teams, and units is captured, remembered, stored and sharedstored and shared

Technologies provide software toTechnologies provide software toshare knowledge electronically share knowledge electronically

Chief Learning/Knowledge OfficerChief Learning/Knowledge Officercoordinates activitiescoordinates activities

Training and Development within Training and Development within an Integrated HR Systeman Integrated HR System

Training and Development within Training and Development within an Integrated HR Systeman Integrated HR System

•Other HR Other HR ActivitiesActivities•HR PlanningHR Planning• Job AnalysisJob Analysis• RecruitmentRecruitment• SelectionSelection•MeasuringMeasuringPerformancePerformance

Global Global EnvironmentEnvironment• Labour MarketLabour Market• TechnologyTechnology

OrganizationalOrganizationalEnvironmentEnvironment

Needs Needs AnalysisAnalysis•OrganizationOrganization• JobJob• PersonPerson•DemographicDemographic

Key Design Key Design ChoicesChoices• FocusFocus•Who receives?Who receives?•Who delivers?Who delivers?•Where and Where and when?when?•What What methods?methods?• ContentContent

Evaluation Evaluation and and

RevisionRevision

OutcomesOutcomes•AttitudesAttitudes•SkillsSkills•BehaviorBehavior•PerformancePerformance•AdvancementAdvancement•RetentionRetention

Socialization

Training

Development

• Competencies that Competencies that match strategymatch strategy• Cohesiveness and Cohesiveness and

commitmentcommitment• Improved recruitment Improved recruitment

and retentionand retention• Improved performanceImproved performance• Legal compliance and Legal compliance and

protectionprotection• Smoother mergers and Smoother mergers and

acquisitionsacquisitions

The Strategic Importance of The Strategic Importance of TrainingTraining

and Developmentand Development

The Strategic Importance of The Strategic Importance of TrainingTraining

and Developmentand Development

Improving PerformanceImproving PerformanceImproving PerformanceImproving Performance

Improving ServiceImproving Service

Training for Training for CustomersCustomers

ProductivityProductivity

New TechnologyNew Technology

Roles and Responsibilities in Roles and Responsibilities in Training and DevelopmentTraining and Development

Roles and Responsibilities in Roles and Responsibilities in Training and DevelopmentTraining and Development

Line Managers

•Link business plans to TandD

•Participate in delivery

•Help employees identify needs

•Support employee participation

•Reinforce transfer of learning

•Do OTJ training

HR Professionals

• Identify needs, with line mgrs

•Help employees to identify needs

•Communicate TandD opportunities and consequences

•Develop/administer TandD activities

•Train trainers

•Evaluate

Employees

• Identify own needs

•Accept responsibility for finding opportunities

•Actively participate in TandD activities

•Assist with TandD of coworkers

•Participate in evaluation of TandD activities

Managers

HR Professiona

ls

Employees

CooperateCooperateSupportSupportTrainTrain

AssistAssistCommunicateCommunicateTrainTrain

IdentifyIdentifyAcceptAcceptParticipateParticipate

Partnership PerspectivePartnership PerspectivePartnership PerspectivePartnership Perspective

Determining Training and Determining Training and Development NeedsDevelopment Needs

Determining Training and Determining Training and Development NeedsDevelopment Needs

Organization Needs

Person

Needs

Demographic Needs

Job Needs

Organizational Needs AnalysisOrganizational Needs AnalysisOrganizational Needs AnalysisOrganizational Needs Analysis

Assess short-and long-term Assess short-and long-term strategic objectivesstrategic objectives

Analyze:Analyze: Human resource needsHuman resource needs Efficiency indicesEfficiency indices Training climateTraining climate Resources and constraintsResources and constraints

Clearly state T and D objectivesClearly state T and D objectives

A Supportive Training ClimateA Supportive Training ClimateA Supportive Training ClimateA Supportive Training Climate

Incentives encourage employees to Incentives encourage employees to participateparticipate

Managers make it easy for employees to Managers make it easy for employees to attend T and D programsattend T and D programs

Employees encourage each otherEmployees encourage each other Use of new competencies is rewardedUse of new competencies is rewarded No hidden punishments for participatingNo hidden punishments for participating Managers who are effective trainers are Managers who are effective trainers are

rewardedrewarded

Job Needs AnalysisJob Needs AnalysisJob Needs AnalysisJob Needs Analysis

Identify specific skills, knowledge and Identify specific skills, knowledge and behavior needed in present or future jobsbehavior needed in present or future jobs

Use job analysis with competency Use job analysis with competency modelingmodeling

Person Needs AnalysisPerson Needs AnalysisPerson Needs AnalysisPerson Needs Analysis

Identify the gap between current Identify the gap between current capabilities and those that are necessary or capabilities and those that are necessary or desirable using:desirable using:

Output measuresOutput measures Self-assessed training needsSelf-assessed training needs Career planning discussionsCareer planning discussions Attitude surveysAttitude surveys

Demographic Needs AnalysisDemographic Needs AnalysisDemographic Needs AnalysisDemographic Needs Analysis

Determine needs of specific Determine needs of specific populations of workerspopulations of workers

May be used to determine if all are May be used to determine if all are given equal access to growth given equal access to growth experiences and developmental experiences and developmental challengeschallenges

Assessment Assessment PhasePhase

Training andTraining andDevelopment Development

PhasePhase

EvaluationEvaluationPhasePhase

• Select training Select training media and media and learning principleslearning principles• Conduct trainingConduct training• Establish Establish

conditions for conditions for maintenancemaintenance

• DevelopDevelopcriteriacriteria• PretestPretest• Monitor Monitor

trainingtraining• EvaluateEvaluate

Training and Development ProcessTraining and Development ProcessTraining and Development ProcessTraining and Development Process

Assess needs:Assess needs:• OrganizationOrganizationalal• JobJob• PersonPerson• DemographiDemographicc

Setting Up a Training andSetting Up a Training andDevelopment SystemDevelopment System

Setting Up a Training andSetting Up a Training andDevelopment SystemDevelopment System

Creating the Right Conditions:Creating the Right Conditions: InsightInsight MotivationMotivation New skills and knowledgeNew skills and knowledge Real World PracticeReal World Practice AccountabilityAccountability

CognitiveCognitiveKnowledgeKnowledge

Skill-Based OutcomesSkill-Based Outcomes

AffectiveAffectiveOutcomesOutcomes

Developing Program ContentDeveloping Program ContentDeveloping Program ContentDeveloping Program Content

ProgramContent

Choosing the Program FormatChoosing the Program FormatChoosing the Program FormatChoosing the Program Format

Traditional FormatsTraditional Formats On-the-jobOn-the-job On-site, but not on-the-jobOn-site, but not on-the-job Off the jobOff the job

E-LearningE-Learning New technology allows integration New technology allows integration

of multiple learning methodsof multiple learning methods Includes teleconferencing, multimedia, Includes teleconferencing, multimedia,

computer-based learningcomputer-based learning Can speed communication and cut costsCan speed communication and cut costs

On the Job TrainingOn the Job TrainingOn the Job TrainingOn the Job Training

Job instruction trainingJob instruction training Apprenticeship trainingApprenticeship training Internships and Internships and

assistantshipsassistantships Job rotation and Job rotation and

developmental job developmental job assignmentsassignments

Supervisory assistance Supervisory assistance and mentoringand mentoring

CoachingCoaching

Components of a Developmental JobComponents of a Developmental JobComponents of a Developmental JobComponents of a Developmental Job

Unfamiliar responsibilitiesUnfamiliar responsibilities Responsibility for creating changeResponsibility for creating change High levels of responsibilityHigh levels of responsibility Boundary-spanning requirementsBoundary-spanning requirements Dealing with diversityDealing with diversity

On-Site, but Not On the Job TrainingOn-Site, but Not On the Job TrainingOn-Site, but Not On the Job TrainingOn-Site, but Not On the Job Training

Programmed instruction on intranet Programmed instruction on intranet or internetor internet

Videos and CDsVideos and CDs Interactive video training: Combines Interactive video training: Combines

programmed instruction with videoprogrammed instruction with video

TeleconferencingTeleconferencing Corporate Universities and executive Corporate Universities and executive

educationeducation

Off the Job TrainingOff the Job TrainingOff the Job TrainingOff the Job Training

Formal coursesFormal courses SimulationSimulation

Vestibule method: simulates actual Vestibule method: simulates actual jobjob

Assessment centersAssessment centers Role-playingRole-playing Business board gamesBusiness board games Sensitivity trainingSensitivity training Wilderness trips and outdoor Wilderness trips and outdoor

trainingtraining

On-the-JobOn-the-Job

On-Site, not On-the-On-Site, not On-the-JobJob

Off the JobOff the Job

Job instructionJob instructionApprenticeshipApprenticeship

InternshipsInternshipsJob rotationJob rotation

Programmed Programmed instructioninstructionInteractive video Interactive video and web-based and web-based trainingtrainingTeleconferencingTeleconferencingFormal coursesFormal courses

SimulationSimulationAssessment centersAssessment centers

Role playing and sensitivity Role playing and sensitivity trainingtraining

Wilderness tripsWilderness trips

Program LocationProgram LocationProgram LocationProgram Location

Maintaining Performance After Maintaining Performance After TrainingTraining

Maintaining Performance After Maintaining Performance After TrainingTraining

Develop learning points to assist Develop learning points to assist retentionretention

Set specific goalsSet specific goals Identify reinforcersIdentify reinforcers Train significant others to Train significant others to

reinforce behaviourreinforce behaviour Teach trainees self-management Teach trainees self-management

skillsskills

Evaluating Training and Evaluating Training and Development: Long-Term Development: Long-Term

Consequences Consequences

Evaluating Training and Evaluating Training and Development: Long-Term Development: Long-Term

Consequences Consequences OrganizationalOrganizational

Improved Improved productivityproductivity

Lower costLower cost Improved Improved

customer servicecustomer service Improved Improved

retentionretention Increased Increased

applicant poolapplicant pool

IndividualIndividual Reduced stressReduced stress Increased job Increased job

satisfactionsatisfaction Career Career

advancementadvancement Family satisfactionFamily satisfaction EmployabilityEmployability