strategic human resource management training & developing

Strategic Human resource Management

Training & Developing

Training and development

• Employees are human assets for organizations....

• T&D of employees is an ongoing investment in these assets and the most significant investments that an organization can make.

• Employee training involves acquiring new skills and they will be able to use immediately for organization

Training & Development

• Acquiring knowledge and learning skills that creates value for the organization and aid the organization and employee in career.

• Learning and Training???• Learning rather than training to emphasize the

point that activities engaged in as part of this developmental process are broad based and involve much more than straight forward manual or technical skills

Training & Development

• Learning implies:– Ongoing developmental and continuously adding to employees skills

and knowledge to meet the challenges the organization faces from its external environment.

– A focus on learning; emphasizes results rather than process

Employee learning impact on employee behaviour and performance???

Training & Development• Its major strategic issue for organization for these reasons:• First:

– Rapid changes in technology; competitive environment; continues training for employees

• Second– The redesign of work; more responsibilities, further development of

skills, performance and success, developmental opportunities• Third

– Mergers and acquisitions; integrating employees, • Fourth

– Employee turnover; employee loyalty• Finally:

– Globalization of business, acquire knowledge and skills

Training & Development

• New employee training is rotation.• Rotation allows new hires to sample different

kind of work with in the organization and determine an optimal fit between their needs and interests and those of the organization.

• It could be expensive in short run but they represent a longer term investment in employees.

• Cross training

Training & Development

• T&D activities:– It is equally important to both employees and

employers– Opportunity to learn new skills is very important

when evaluating an employer.– T&D can improve bottom line operating results,

that same training can make employees much more attractive targets of competitors recruiting efforts.

Benefits of T&D

• Training involves some changes:– How they do their jobs– How they relate to each other– Condition in which they perform– Job responsibilities– Win-win outcomes for both employees and

employers

Benefits of T&D

• Strategically;– Strategically targeted training in critical skills and

knowledge based adds to employee marketability and employability security that is critical in the current environment of rapidly developing technology and changing jobs and work processes.

– Bottom line and general efficiency and profitability measures

– Strategic issue is how to make training effective– Can make employees more accountable for results

Planning and Strategizing Training

• Two keys to develop successful training programs

• Planning and strategizing training

Assessment•Organization• Task

• individual

Objectives and

measures

Design and Delivery• Interference• Transfer• On the job• Off the job• online

Evaluation

Levels of needs assessment• Organizational level

– Training relate to organizational objectives?– Training impact day to day workplace dynamics– Cost and expected benefits of training

• Task level– Responsibilities are assigned to the job– Skills or knowledge are needed for performance– Learning setting should be the actual job setting– Implications of mistakes

• Individual level– Knowledge, skills and abilities do trainees already have– Learning style– Special needs

Four levels of evaluationLevel

Question being asked Measures

Results

Is the organization or unit better because of the training?

Accidents, quality, productivity, turnover, morale, costs, profits

Behavior

Are trainees behaving differently on the job after training? Are they using what they have learned?

Performance appraisal by superior, client, subordinate

Learning

To what extent do trainees have greater knowledge or skills after the training program than they did before?

Written tests, performance Tests, Graded simulation

Reaction

Did the trainees like the program, the trainers, the facilities, they course was useful? Improvements?

Questionnaires

Integrating training with PMS and Compensation

• The second factor in strategizing T&D programs is to ensure that desired results of training are reinforced when employees achieve accomplish them.

Training

Compensation

Performance Management