training & e mployee development

IPMI-HRM-Day 3 Krishnan Rajendran-2010

Training & Employee Development


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


Training & Development

Current job Current / Future jobs

Individuals or groups Individuals or groups

Immediate Long term

Fix skill deficit Future demands


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


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.


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


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?


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


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



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


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?



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?



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?



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?



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.


The PROPER Way to Do On-the-Job Training

training & e mployee development

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