Training and Developing a Competitive Workforce. Key Terms Training Improving employee competencies needed today or very soon Typical objective.

Training and Developing a Training and Developing a Competitive WorkforceCompetitive Workforce

Key TermsKey TermsKey TermsKey Terms

TrainingTraining Improving employee competencies needed Improving employee competencies needed

today or very soontoday or very soon Typical objective is to improve employee Typical objective is to improve employee

performance in a specific job.performance in a specific job.

DevelopmentDevelopment Improving employee competencies over a Improving employee competencies over a

longer period of timelonger period of time Typical objective is to prepare employees for Typical objective is to prepare employees for

future roles.future roles.

Key Terms (cont’d)Key Terms (cont’d)Key Terms (cont’d)Key Terms (cont’d)

SocializationSocialization Learning how things are done in the Learning how things are done in the

organizationorganization• Objective is to teach new employees about the Objective is to teach new employees about the

organization’s history, culture and management organization’s history, culture and management practices.practices.

Learning OrganizationsLearning OrganizationsLearning OrganizationsLearning Organizations

Learning recognized as a source of Learning recognized as a source of competitive advantagecompetitive advantage

Use knowledge management: Use knowledge management: Make sure knowledge from employees, Make sure knowledge from employees,

teams, and units is captured, remembered, teams, and units is captured, remembered, stored and sharedstored and shared

Technologies provide software toTechnologies provide software toshare knowledge electronically share knowledge electronically

Chief Learning/Knowledge OfficerChief Learning/Knowledge Officercoordinates activitiescoordinates activities

Training and Development within Training and Development within an Integrated HR Systeman Integrated HR System

Training and Development within Training and Development within an Integrated HR Systeman Integrated HR System

Other HR ActivitiesOther HR Activities• Fairness/legalFairness/legal• HR PlanningHR Planning• Job AnalysisJob Analysis• RecruitmentRecruitment• SelectionSelection• MeasuringMeasuring

PerformancePerformance

Global EnvironmentGlobal Environment• Labor MarketLabor Market• TechnologyTechnology

OrganizationalOrganizationalEnvironmentEnvironment

Needs AnalysisNeeds Analysis• OrganizationOrganization• JobJob• PersonPerson• DemographicDemographic

Key Design Key Design ChoicesChoices

• FocusFocus• Who receives?Who receives?• Who delivers?Who delivers?• Where and when?Where and when?• What methods?What methods?• ContentContent

Evaluation Evaluation and Revisionand Revision

OutcomesOutcomes•AttitudesAttitudes•SkillsSkills•BehaviorBehavior•PerformancePerformance•AdvancementAdvancement•RetentionRetention

Socialization

Training

Development

Socialization

Training

Development

• Competencies that match Competencies that match strategystrategy

• Cohesiveness and Cohesiveness and commitmentcommitment

• Improved recruitment and Improved recruitment and retentionretention

• Improved performanceImproved performance• Legal compliance and Legal compliance and

protectionprotection• Smoother mergers and Smoother mergers and

acquisitionsacquisitions

• Competencies that match Competencies that match strategystrategy

• Cohesiveness and Cohesiveness and commitmentcommitment

• Improved recruitment and Improved recruitment and retentionretention

• Improved performanceImproved performance• Legal compliance and Legal compliance and

protectionprotection• Smoother mergers and Smoother mergers and

acquisitionsacquisitions

The Strategic Importance of The Strategic Importance of TrainingTraining

and Developmentand Development

The Strategic Importance of The Strategic Importance of TrainingTraining

and Developmentand Development

ManagersManagers

HR Professionals

HR ProfessionalsEmployeesEmployees

CooperateCooperateSupportSupportTrainTrain

AssistAssistCommunicateCommunicateTrainTrain

IdentifyIdentifyAcceptAcceptParticipateParticipate

Partnership PerspectivePartnership PerspectivePartnership PerspectivePartnership Perspective

Organizational Needs AnalysisOrganizational Needs AnalysisOrganizational Needs AnalysisOrganizational Needs Analysis

Assess short-and long-Assess short-and long-term strategic objectivesterm strategic objectives

Analyze:Analyze: Human resource Human resource

needsneeds Efficiency indicesEfficiency indices Training climateTraining climate Resources and Resources and

constraintsconstraints

Clearly state T and D Clearly state T and D objectivesobjectives

A Supportive Training ClimateA Supportive Training ClimateA Supportive Training ClimateA Supportive Training Climate

Incentives encourage employees to Incentives encourage employees to participateparticipate

Managers make it easy for employees to Managers make it easy for employees to attend T and D programsattend T and D programs

Employees encourage each otherEmployees encourage each other Use of new competencies is rewardedUse of new competencies is rewarded No hidden punishments for participatingNo hidden punishments for participating Managers who are effective trainers are Managers who are effective trainers are

rewardedrewarded

Person Needs AnalysisPerson Needs AnalysisPerson Needs AnalysisPerson Needs Analysis

Identify the gap between Identify the gap between current capabilities and current capabilities and those that are those that are necessary or desirable necessary or desirable using:using:

Output measuresOutput measures Self-assessed training Self-assessed training

needsneeds Career planning Career planning

discussionsdiscussions Attitude surveysAttitude surveys

Demographic Needs AnalysisDemographic Needs AnalysisDemographic Needs AnalysisDemographic Needs Analysis

Determine needs of Determine needs of specific populations of specific populations of workersworkers

May be used to May be used to determine if all are given determine if all are given equal access to growth equal access to growth experiences and experiences and developmental developmental challengeschallenges

Toyota exampleToyota example

Assessment Assessment PhasePhase

Assessment Assessment PhasePhase

Training andTraining andDevelopment PhaseDevelopment Phase

Training andTraining andDevelopment PhaseDevelopment Phase

EvaluationEvaluationPhasePhase

EvaluationEvaluationPhasePhase

• Select training media Select training media and learning and learning principlesprinciples

• Conduct trainingConduct training• Establish conditions Establish conditions

for maintenancefor maintenance

• DevelopDevelopcriteriacriteria

• PretestPretest• Monitor Monitor

trainingtraining• EvaluateEvaluate

Training and Development ProcessTraining and Development ProcessTraining and Development ProcessTraining and Development Process

Assess needs:Assess needs:• OrganizationalOrganizational• JobJob• PersonPerson• DemographicDemographic

Setting Up a Training andSetting Up a Training andDevelopment SystemDevelopment System

Setting Up a Training andSetting Up a Training andDevelopment SystemDevelopment System

Creating the Right Conditions:Creating the Right Conditions: InsightInsight MotivationMotivation New skills and knowledgeNew skills and knowledge Real World PracticeReal World Practice AccountabilityAccountability

CognitiveCognitiveKnowledgeKnowledge

Skill-Based OutcomesSkill-Based Outcomes

AffectiveAffectiveOutcomesOutcomes

Developing Program ContentDeveloping Program ContentDeveloping Program ContentDeveloping Program Content

ProgramContentProgramContent

Cognitive KnowledgeCognitive KnowledgeCognitive KnowledgeCognitive Knowledge

Includes:Includes: Information people Information people

have (what they know)have (what they know) The way people The way people

organize informationorganize information Strategies for using Strategies for using

informationinformation

Most training addresses Most training addresses what people know.what people know.

Topics Covered by Training Focusing Topics Covered by Training Focusing on Cognitive Knowledgeon Cognitive Knowledge

Topics Covered by Training Focusing Topics Covered by Training Focusing on Cognitive Knowledgeon Cognitive Knowledge

Company Policies and PracticesCompany Policies and Practices e.g., orientation programse.g., orientation programs

The Big PictureThe Big Picture Organization structure, Organization structure,

products, services, business products, services, business strategies and environmentstrategies and environment

Training for SkillsTraining for SkillsTraining for SkillsTraining for Skills

Skills demonstrated by behaviorsSkills demonstrated by behaviors Learning involves practicing desired behaviorsLearning involves practicing desired behaviors For example:For example:

Technical skillsTechnical skills Motor skillsMotor skills

Training for Affective OutcomesTraining for Affective OutcomesTraining for Affective OutcomesTraining for Affective Outcomes

Objective Is to ChangeObjective Is to Change MotivationMotivation AttitudesAttitudes ValuesValues

Example of Objectives Example of Objectives Build team spiritBuild team spirit Enhance self-confidenceEnhance self-confidence Build emotional intelligence (self-awareness, Build emotional intelligence (self-awareness,

self-management, social awareness, self-management, social awareness, relationship management)relationship management)

Choosing the Program FormatChoosing the Program FormatChoosing the Program FormatChoosing the Program Format

Traditional FormatsTraditional Formats On-the-jobOn-the-job On-site, but not on-the-jobOn-site, but not on-the-job Off the jobOff the job

E-LearningE-Learning New technology allows integration New technology allows integration

of multiple learning methodsof multiple learning methods Includes teleconferencing, multimedia, Includes teleconferencing, multimedia,

computer-based learningcomputer-based learning Can speed communication and cut costsCan speed communication and cut costs

On the Job TrainingOn the Job TrainingOn the Job TrainingOn the Job Training

Job instruction trainingJob instruction training Apprenticeship trainingApprenticeship training Internships and Internships and

assistantshipsassistantships Job rotation and Job rotation and

developmental job developmental job assignmentsassignments

Supervisory assistance Supervisory assistance and mentoringand mentoring

CoachingCoaching

Components of a Developmental JobComponents of a Developmental JobComponents of a Developmental JobComponents of a Developmental Job

Unfamiliar Unfamiliar responsibilitiesresponsibilities

Responsibility for Responsibility for creating changecreating change

High levels of High levels of responsibilityresponsibility

Boundary-spanning Boundary-spanning requirementsrequirements

Dealing with diversityDealing with diversity

On-Site, but Not On the Job TrainingOn-Site, but Not On the Job TrainingOn-Site, but Not On the Job TrainingOn-Site, but Not On the Job Training

Programmed instruction Programmed instruction on intranet or interneton intranet or internet

Videos and CDsVideos and CDs Interactive video Interactive video

training: Combines training: Combines programmed programmed instruction with videoinstruction with video

TeleconferencingTeleconferencing Corporate Universities Corporate Universities

and executive educationand executive education

Off the Job TrainingOff the Job TrainingOff the Job TrainingOff the Job Training

Formal coursesFormal courses SimulationSimulation

Vestibule method: Vestibule method: simulates actual jobsimulates actual job

Assessment centersAssessment centers Role-playingRole-playing Business board gamesBusiness board games Sensitivity trainingSensitivity training Outdoor trainingOutdoor training

On-the-JobOn-the-JobOn-the-JobOn-the-Job

On-Site, not On-the-JobOn-Site, not On-the-JobOn-Site, not On-the-JobOn-Site, not On-the-Job

Off the JobOff the JobOff the JobOff the Job

Job instructionJob instructionApprenticeshipApprenticeship

InternshipsInternshipsJob rotationJob rotation

Programmed instructionProgrammed instructionInteractive video and Interactive video and web-based trainingweb-based trainingTeleconferencingTeleconferencing

Formal coursesFormal coursesSimulationSimulation

Assessment centersAssessment centersRole playing and sensitivity trainingRole playing and sensitivity training

Wilderness tripsWilderness trips

Program LocationProgram LocationProgram LocationProgram Location

Setting the Stage for LearningSetting the Stage for LearningSetting the Stage for LearningSetting the Stage for Learning

Increasing Learning During TrainingIncreasing Learning During TrainingIncreasing Learning During TrainingIncreasing Learning During Training

Maintaining Performance after TrainingMaintaining Performance after TrainingMaintaining Performance after TrainingMaintaining Performance after Training

Following up on TrainingFollowing up on TrainingFollowing up on TrainingFollowing up on Training

Maximizing LearningMaximizing LearningMaximizing LearningMaximizing Learning

Setting the Stage for LearningSetting the Stage for LearningSetting the Stage for LearningSetting the Stage for Learning

Provide clear instructionsProvide clear instructions Model appropriate behaviorModel appropriate behavior

Increasing Learning During TrainingIncreasing Learning During TrainingIncreasing Learning During TrainingIncreasing Learning During Training

Provide active participationProvide active participation Increase self-efficacy (trainee’s beliefs about Increase self-efficacy (trainee’s beliefs about

task-specific ability)task-specific ability) Match techniques to trainee self-efficacyMatch techniques to trainee self-efficacy Provide opportunitiesProvide opportunities Ensure specific, timely, diagnostic and Ensure specific, timely, diagnostic and

practical feedback practical feedback Provide opportunities for practice of new Provide opportunities for practice of new

behavioursbehaviours

Evaluating Training and Evaluating Training and Development: Long-Term Development: Long-Term

Consequences Consequences

Evaluating Training and Evaluating Training and Development: Long-Term Development: Long-Term

Consequences Consequences OrganizationalOrganizational

Improved Improved productivityproductivity

Lower costLower cost Improved Improved

customer servicecustomer service Improved Improved

retentionretention Increased Increased

applicant poolapplicant pool

IndividualIndividual Reduced stressReduced stress Increased job Increased job

satisfactionsatisfaction Career Career

advancementadvancement Family satisfactionFamily satisfaction EmployabilityEmployability