Professional Documents
Culture Documents
HRD Sibm
HRD Sibm
in
What we will discuss today….
1. What is HRD? Need,Functions,Challenges
4. What is TNA?
What is HRD?
Definition of HRD
1. Competency Mapping
2. Training & Development
3. Career planning
Challenges for HRD
1. Workforce Diversity
4. Operational Efficiency
2- Eliminating Skill Gap
India
29%
said they would have hired more professional staff if
candidates had had the necessary skills.
33% of employers in India said they would have hired more permanent
professional staff
if they could have found candidates with the right skills.
2008 Manpower Talent
Shortage Survey
31 %
of employers worldwide are
having difficulty filling positions due
to the lack of suitable talent available
3- Competing in the Global
Economy
Competing in the Global
Economy
• New technologies
• Need for Knowledge workers.
• Cultural sensitivity required
• Team involvement
• Problem solving,Communications skills
Functions of HRD
1. Competency Mapping
2. Training & Development
3. Career planning
TRAINING AND DEVELOPMENT
Development
An effort to provide employees with the
abilities the organization will need in the
future.
Training versus
Development
Training Development
Career growth
• JOB ANALYSIS
• PERFORMANCE APPRAISAL
• RETENTION
Case-British Airways
• In the early 1980’s ,British Airways was in
serious trouble.
• Lost $1.3 billion in 1981-1982 .
• Faced lay off about 20,000 employees,
closing down unprofitable routes.
• In 1983,Board of Directors charged COLIN
Marshall re-establish the company as
world’s favorite Airline.
Initiatives Marshall took……
training Investment
• Designed framework to develop skills aligned
with performance standards in every training
schedule.
ANALYSE
DEVELOP
The ADDIE model - Analyze
• Organisation Analysis
• Task Analysis
• Individual Analysis
The ADDIE model - Design
• Dry Run
• Training
The ADDIE model - Evaluate
The Training Process
1. TNA 2.Design,
•Organization Needs 3.Development,
•Task Needs 4.Implementation
•Person Needs of Training
5.Evaluation
The ADDIE model – Analyze
“GAP ANALYSIS”
The KSA Gap
S
K
A S
A
Available
Required
Expected Performance,
Behavior & Attitude
Actual performance
Behavior & Attitude
Why Training Need Analysis?
Why TNA?
• Diagnosing the cause of performance
deficiency.
• Individual Level
Outcomes of TNA-Non-training
needs
1. Rewards and punishments
2. Feedback
• Company’s Goals/Strategies
• Personnel Inventories
• Skill Inventories
• Exit Interviews
Data sources for
Task/Operational Analysis?