1© 2010 by nelson education ltd. managing performance through training and development, 5e...

1© 2010 by Nelson Education Ltd.

Managing Performance

through Training and Development, 5e

PowerPoint Presentation prepared by

Tracey Starrett, M. Ed, CHRP

School of Human Resources Management

York University


Chapter One

The Training and Development Process


Learning Outcomes

Understand the meaning of performance management, training, development, and human resources development

Describe the organization, employee, and societal benefits of T&D

Discuss the current state of T&D in Canada Understand the environmental and organizational context of

T&D Understand the meaning of strategic human resources

management and strategic T&D, and high performance work systems

Discuss the instructional systems design model of T&D


Training and Development

Situations on a daily basis require us or someone else to demonstrate effective performance

Significance of these situations varies from minor to extremely critical

Effective performance often comes from some form of education, learning, training, or development

Look at the link between effective performance and individual and organizational effectiveness


The Terms

Performance management is:

The process of establishing performance expectations with employees

Designing interventions and programs to improve performance

Monitoring success of interventions and programs


The Terms

Performance Management

EstablishExpectations

Design Interventions

Monitor Success


The Terms

One set of interventions includes:

Training: acquisition of KSAs to improve performance in one’s current job

Development: acquisition of KSAs required to perform future job responsibilities and in the long-term achievement of individual career goals and organizational objectives


The Terms

Human Resources Development: Systematic and planned activities that are designed by an organization to provide employees with an opportunity to learn necessary skills to meet current and future job demands


The Benefits of T&D

A. Organizational benefits:

Organizational strategy Increase organizational

effectiveness Employee recruitment

and retention


The Benefits of T&D

B. Employee Benefits

Intrinsic• Greater knowledge & skills, higher self-

efficacy, feel more useful, have more positive attitudes towards their job and organization

Extrinsic• Higher earnings, more marketable, greater

job security, and enhanced promotion prospects


The Benefits of T&D

C. Societal Benefits

Educated population: helps to create educated and skilled workforce

Standard of living: dependant on productivity and productivity growth


The Benefits of T&D

Societal Benefits

Organization Benefits

Employee Benefits


Training in Canada

Average hours of training: 25/year (2006)

Average expenditure $852/employee (2006) down slightly from $914 in 2004

Average annual training expenditure: $4.9 million across all industries (2004)


Investment or Expense?

Canada ranks 20th out of 60 countries in ranking of employee training as a priority

Viewed as cost or expense results in limited/required training

Viewed as investment is part of organization’s strategy

One in five companies invests more than 3% of payroll in training

Scotiabank = $47m, BMO = $1800/employee


Quebec Training Law

Passed in 1995 - “1% or training law” Only payroll training tax in North America <$1m invest minimum 1% or pay equivalent to gov’t 2008 report on impact of law:

• Significant effect on way training is structured, organized and delivered

• Participation rates increased• More collaboration in promoting learning and

training• Most effect on medium sized companies


Context of Training & Development



A. Environmental context

1. Laws

2. Global competition

3. Technology

4. Demographics

5. Labour market

6. Economy

7. Change

8. Social climate



B. Organizational context

1. Goals

2. Values

3. Strategy

4. Structure

5. Culture

6. Leadership



C. Human Resources Management System

All functional areas of HR work together to create an HR system

Driven by organizational strategy and SHRM Is what constitutes a High Performance Work

System (HPWS) Lead to a Strategic Model of Training and

Development


Strategic Model of Training & Development

Business strategy will influence the HRM strategy

Thus in turn, the HRM strategy will influence the strategy for learning and training

This leads to the decisions on the type of training and development activities and programs that will be necessary

This is depicted in Fig. 1.2


Strategic Model of Training & Development

Business Strategy

See Figure 1.2 in text

HRM Strategy

Learning and Training Strategy

Training and Development Programs


Instructional Systems Design Model

Figure 1.3 in text


Instructional Systems Design Model

Rational and scientific model of T&D process consisting of 3 major steps:

1. Training needs analysis

2. Training design and delivery

3. Training evaluation

• Starts with performance gap or itch (problem)• The ISD model is the basis for rest of the

course


Summary

Introduction to the training and development processes

T &D plays important role in effectiveness and competitiveness of organizations

Is an investment in human capital, with dividends for the individual, the organization, and society at large

The state of training in Canada is discussed with added emphasis on the Quebec Training Law and its effectiveness since its inception


Summary

The value of training and development is increased when linked to SHRM; aligned with other HR practices (and a HPWS); and tied to an organization’s business strategy

Introduces instructional systems design (ISD) model • Key concepts to be addressed in subsequent

chapters, such as needs analysis, training design and delivery, and the evaluation of training programs

1© 2010 by nelson education ltd. managing performance through training and development, 5e...

Documents

nelson education

form of education

societal benefits of

performance expectations

criticaleffective performance

strategic td

organizational context

development process