trends in training and development

8/13/2019 Trends in Training and Development

1/23

Trends in Training and

development

By: GROUP 8


2/23

Overview


3/23

Introduction

The training and development (T&D) sector

will be shaped in the year ahead by some

current trends.

Employees today know more about T&Ds

role in their careers and are savvier about

tapping into opportunities from their

companies and also external sources,


4/23

Future Trends That Will Affect Training

1. The use of new technologies for training

delivery will increase

2. Demand for training for virtual work

arrangements will rise

3. Emphasis on capture and storage and use of

intellectual capital will increase

4. Training will focus on business needs andperformance


5/23

Future Trends That Will Affect Training

5. Training departments will develop partnerships

and will outsource

6. Training and development will be viewed more

from a change model perspective


6/23

1. New Technologies for Training Delivery

Cost of these new technologies will decrease

Companies can use technology to betterprepare employees to service customers and

generate new business

Training costs will be substantially reduced

through use of new technologies


7/23

Continue

Technologies allow trainers to build into

training many of the desirable features of a

learning environment

Technology will allow training to be delivered

to contingent, decentralized employees in a

timely, effective manner


8/23

2.Virtual Work Arrangements

Virtual work arrangements:

Work that is conducted in a remote location

Employee has limited contact with peers

Employee able to communicate electronically

Two training challenges:

Companies have to invest in training delivery

methods that facilitate digital collaboration Teams and employees must be provided the tools

they need for finding knowledge


9/23

3. Intellectual Capital

Companies will increasingly seek ways to turn

employees knowledge (intellectual capital)

into a shared company growing emphasis on

creating a learning organization

Trainers and the training department likely

will:

manage knowledge

coordinate organizational learning


10/23

4.Business Needs and Performance

Training departments will have to ensure thatthey are seen as helping the businessfunctions to meet their needs

Requires a shift from training as the solutionto business problems to aperformanceanalysis approach

Involves identifying performance gaps ordeficiencies and examining training as onepossible solution for the business units (thecustomers)


11/23

Continue

Two ways that training departments will need to

be involved are:

(1) focusing on interventions related to performance

improvement

(2) providing support for high-performance work

systems

Training departments responsibilities will include

a greater focus on systems that employees can

use for information on an as-needed basis


12/23

5. Partnerships and Outsourcing

Companies are turning to external suppliers

for their training services because:

downsizing has caused reductions in training staffs

employees are needing to learn specialized new

knowledge

demand for training services is fluctuating

External suppliers can be used as partners oras sole providers of training services


13/23

Continue

Outsourcing the reliance on externalsuppliers to provide training services

Application service provider (ASP)

acompany that rents out access to software fora specific application

Major benefit is that company resources are notused to purchase or maintain an internal networkor intranet


14/23

A Change Model Perspective

For new training or development practices to be

successfully implemented, they must first be

accepted by managers, upper management, and

employees

For managers and employees, change is not easy

Resistance to new training and development

practices is likely Training and development should be viewed from

a change model perspective


15/23

Continue

The process of change is based on theinteraction among four components of theorganization:

Task Employees

Formal organization arrangements

Informal organization

Different types of change-related problemsoccur depending on the organizationalcomponent that is influenced by the

change


16/23

Continue

Four change-related problems need to be

considered for any new training practice:

Resistance to change

Control

Power

Task redefinition


17/23

A Change Model

Components of

the organization

Change-related

problems

Resistance

to Change

Loss of

Control

Formal

Organizational

Arrangements

Power

Imbalance

Task

Redefinition

Challenges

Individual

Task

Informal

Organization


18/23

Methods to Determine Whether Change is

Necessary

Viewing training from a systems perspectivemeans that companies and trainers need tounderstand both internal and external

environments They need to understand the effectiveness

and efficiency of current training practices

They need to be aware of other companiespractices to ensure that their trainingpractices are the best possible


19/23


Necessary

Benchmarking provides information about othercompanies practices

Trainers need to take several things into account

when benchmarking: Information about internal processes must be

gathered to serve as a comparison for best practices

The purpose of benchmarking and the practice to be

benchmarked must be clearly identified Upper-level management needs to be committed to it

Quantitative and qualitative data should be collected


20/23


Necessary: Process Reengineering(1 of 3)

Process reengineering provides informationabout the effectiveness and efficiency oftraining systems within the company

Trainers need to understand their currenttraining practices and processes and evaluatethem to determine what should be changed

Reengineering is critical to ensuring that thebenefits of new training and developmentprograms can be realized


21/23



Reengineering is important when trying to:

Deliver training using new technology

Streamline administrative processes and improve

the services the training department offers

Review the training department functions

Review a specific training program or

development program practice


22/23



Reengineering involves four steps:

Identify the process to be reengineered

Understand the process Redesign the process

Implement the new process


23/23

The Reengineering Process

Identify the

Process to Be

Reengineered

Understand theProcess

Feedback

Redesign theProcess

Implement theNew Process

trends in training and development

Documents