Training
Content
Training & Development
Chapter One Introduction to Employee Training & Development
Contents
INTRODUCTION WHAT IS TRAINING? DESIGNING EFFECTIVE TRAINING THE FORCES INFLUENCING WORKING AND LEARNING SNAPSHOT OF TRAINING PRACTICES
INTRODUCTION
Competitiveness refers to a company’s ability to maintain and gain market share in an industry Training provides competitive advantage
INTRODUCTION
Human Resource Management refers to the policies, practices, and systems that influence employees’ behaviors, attitudes, and performance. Human resource practices play a key role in attracting, motivating, rewarding, and retaining employees
WHAT IS TRAINING?
Training refers to a planned effort by a company to facilitate employees’ learning of job related competencies These competencies include knowledge, skills, or behaviors that are critical for successful job performance The goal of training for employees is to master the knowledge, skill, and behaviors emphasized in training programs and to apply them to their dayto-day activities
WHAT IS TRAINING?
To gain competitive advantage, training has to involve more than just the basic skill development Training must also develop intellectual capital Traditionally training was supposed to develop basic and advanced skills Now it also requires extensive use of knowledge This broader perspective of training is known as HighLeverage Training, which Is linked to strategic business goals and objectives, Uses an instructional design process to ensure that training is effective, Compares or benchmarks the company’s training programs against training programs of other companies High-leverage training encourages continuous learning
DESIGNING EFFECTIVE TRAINING
Conduct Needs Assessment, necessary to identify if training is needed Ensure that employees have the motivation and basic skills necessary to master training contents Create a learning environment that has the features necessary for learning to occur. Ensure that trainees apply the training contents to their jobs. Develop an evaluation program which includes what types of outcomes training is expected to influence (learning, skills, behaviors). This step defines the learning objectives or the bottom line. Select a training method based on the learning objectives and learning environment. This may be a traditional face-to-face training or through an interactive CD or website. Monitor and evaluate the program and make changes in it or revisit any of the earlier steps in the process to improve the program so that learning, behavior, change, and other learning objectives are achieved
FORCES INFLUENCING WORKING AND LEARNING
Globalization The need for leadership Increased value placed on knowledge Attracting and retaining talent Customer service and quality emphasis Changing demographics and diversity of the work force New technology High performance models of work systems Economic changes
GLOBALIZATION
Technology specially internet made global expansion easier Local companies also feel the effect of globalization UDCs also entering global markets Training needs also changed accordingly Cross cultural training has become important Off-shoring Outsourcing All above require training
THE NEED FOR LEADERSHIP
Employees need to be equipped with managerial skills Employees need to be converted into leaders Training is the only way of doing this
INCREASED VALUE PLACED ON KNOWLEDGE
Intellectual capital, a way to gain competitive advantage Knowledge Workers, those who contribute more than manual labor Empowering, giving employees responsibility and authority Adopting and managing Change Change can only be accommodate through learning Training provides that learning
ATTRACTING AND RETAINING TALENT
New jobs are being created Old employee are to be replaced New employees are needed They may come with academic education but without job-skills Training provides and polishes these job-skills
CUSTOMER SERVICE AND QUALITY EMPHASIS
Customers are the best judge of performance Retaining customers is easier than making new ones Continuous improvement in products and services Total Quality Management Six Sigma Process
CHANGING DEMOGRAPHICS AND DIVERSITY OF THE WORK FORCE
Increased work force diversity New labor force is more diversified Diversity bring problems associated with it Communication gaps
NEW TECHNOLOGY
Technology has changed the way we live, play, communicate, and work Contingent workforce (contractors, call workers, part timers, off shore manufacturing, outsourcing)
HIGH PERFORMANCE MODELS OF WORK SYSTEMS
New technology requires new skills e.g., computeraided manufacturing New work teams with diversified work skills have to be developed Multi-tasking require multi-skills Cross Training Virtual Teams
ECONOMIC CHANGES
National, Regional, and Global economic trends Emergence of the East in the form of Japan, Korea and now China Post cold war scenario The World after 9/11
SNAPSHOTS OF TRAINING PRACTICES
Training facts and figures Training investment leaders Roles and position of training professionals Who provides training? Who is in charge of training? Preparing to work as Trainer
Chapter One Introduction to Employee Training & Development
Contents
INTRODUCTION WHAT IS TRAINING? DESIGNING EFFECTIVE TRAINING THE FORCES INFLUENCING WORKING AND LEARNING SNAPSHOT OF TRAINING PRACTICES
INTRODUCTION
Competitiveness refers to a company’s ability to maintain and gain market share in an industry Training provides competitive advantage
INTRODUCTION
Human Resource Management refers to the policies, practices, and systems that influence employees’ behaviors, attitudes, and performance. Human resource practices play a key role in attracting, motivating, rewarding, and retaining employees
WHAT IS TRAINING?
Training refers to a planned effort by a company to facilitate employees’ learning of job related competencies These competencies include knowledge, skills, or behaviors that are critical for successful job performance The goal of training for employees is to master the knowledge, skill, and behaviors emphasized in training programs and to apply them to their dayto-day activities
WHAT IS TRAINING?
To gain competitive advantage, training has to involve more than just the basic skill development Training must also develop intellectual capital Traditionally training was supposed to develop basic and advanced skills Now it also requires extensive use of knowledge This broader perspective of training is known as HighLeverage Training, which Is linked to strategic business goals and objectives, Uses an instructional design process to ensure that training is effective, Compares or benchmarks the company’s training programs against training programs of other companies High-leverage training encourages continuous learning
DESIGNING EFFECTIVE TRAINING
Conduct Needs Assessment, necessary to identify if training is needed Ensure that employees have the motivation and basic skills necessary to master training contents Create a learning environment that has the features necessary for learning to occur. Ensure that trainees apply the training contents to their jobs. Develop an evaluation program which includes what types of outcomes training is expected to influence (learning, skills, behaviors). This step defines the learning objectives or the bottom line. Select a training method based on the learning objectives and learning environment. This may be a traditional face-to-face training or through an interactive CD or website. Monitor and evaluate the program and make changes in it or revisit any of the earlier steps in the process to improve the program so that learning, behavior, change, and other learning objectives are achieved
FORCES INFLUENCING WORKING AND LEARNING
Globalization The need for leadership Increased value placed on knowledge Attracting and retaining talent Customer service and quality emphasis Changing demographics and diversity of the work force New technology High performance models of work systems Economic changes
GLOBALIZATION
Technology specially internet made global expansion easier Local companies also feel the effect of globalization UDCs also entering global markets Training needs also changed accordingly Cross cultural training has become important Off-shoring Outsourcing All above require training
THE NEED FOR LEADERSHIP
Employees need to be equipped with managerial skills Employees need to be converted into leaders Training is the only way of doing this
INCREASED VALUE PLACED ON KNOWLEDGE
Intellectual capital, a way to gain competitive advantage Knowledge Workers, those who contribute more than manual labor Empowering, giving employees responsibility and authority Adopting and managing Change Change can only be accommodate through learning Training provides that learning
ATTRACTING AND RETAINING TALENT
New jobs are being created Old employee are to be replaced New employees are needed They may come with academic education but without job-skills Training provides and polishes these job-skills
CUSTOMER SERVICE AND QUALITY EMPHASIS
Customers are the best judge of performance Retaining customers is easier than making new ones Continuous improvement in products and services Total Quality Management Six Sigma Process
CHANGING DEMOGRAPHICS AND DIVERSITY OF THE WORK FORCE
Increased work force diversity New labor force is more diversified Diversity bring problems associated with it Communication gaps
NEW TECHNOLOGY
Technology has changed the way we live, play, communicate, and work Contingent workforce (contractors, call workers, part timers, off shore manufacturing, outsourcing)
HIGH PERFORMANCE MODELS OF WORK SYSTEMS
New technology requires new skills e.g., computeraided manufacturing New work teams with diversified work skills have to be developed Multi-tasking require multi-skills Cross Training Virtual Teams
ECONOMIC CHANGES
National, Regional, and Global economic trends Emergence of the East in the form of Japan, Korea and now China Post cold war scenario The World after 9/11
SNAPSHOTS OF TRAINING PRACTICES
Training facts and figures Training investment leaders Roles and position of training professionals Who provides training? Who is in charge of training? Preparing to work as Trainer
