Strategic Human

Resource
Management

TRAINING AND DEVELOPMENT

 Training & Development
Training & Development
▪ Represents ongoing investment in employees and realizes employees are assets
Importance of Training & Development
▪ Rapid technological changes cause skill obsolescence; need for continuous learning
▪ Redesign of work created more responsibilities thus bringing the need for new skills
▪ Mergers and acquisitions have increased the need for integrating employees and new
hires into a different culture
▪ Globalization of business requires new knowledge and skills related to cultural differences
 Training & Development
Training new hires/employees assuming new
responsibilities
▪ The orientation/onboarding program enables new employees to understand the
rules, policies, and procedures, be socialized into the company operations and
employee networks, and how their individual jobs are critical to the organization’s
success
▪ The rotation program allows employees to sample different kinds of work within the
organization and allows a better understanding of how their individual jobs contribute to
the whole
 Benefits of Training & Development
Individual employee
▪ Increased employee marketability
▪ Increased employee employability security
Organization
▪ Improved bottom line, efficiency, and profitability
▪ Increased flexibility in employees who can assume different and varied responsibilities
▪ Reduced layers of management
▪ Makes employees more accountable for results
Strategizing Training
Levels of Needs Assessment
 Setting Training Objectives
▪ Align/match identified training needs with training
objectives
▪ Define objectives in specific, measurable terms
- Desired employee output
- Results expected to follow from such behaviors
▪ One source of information for setting objectives
- Performance deficiency data contained in the performance management system
 Setting Training Objectives
Examples:
▪By the end of this training session, you will be able to answer (action word)
customer questions (item) about loan rates without asking others (condition) 90%
of the time (standard).
▪By the end of this training session, you will be able to balance (action word) the
teller drawer (item) without assistance (condition) in 30 minutes with no errors
(standard).
▪By the end of this training session, you will be able to compute (action word)
adverse impact levels (item) using Excel (condition) with no errors (standard).
 Design and Delivery

Critical training design issues

▪ Interference from and difficulty in overcoming prior training, learning, and habits
▪ Transfer of newly learned skills back to the job
Choice of training environment to approximate or simulate actual
working conditions
▪ Organizational culture supportive of training and development
 Computer-Based Instruction
Benefits Drawbacks
▪ Self-paced ▪ Learners must be self-motivated
▪ Adaptive to different needs ▪ Cost of producing online,
interactive materials
▪ Can be customized
▪ Lack of interaction with others may
▪ Easy to deliver
work against needs and preferred
▪ Usually less expensive to administer learning styles
▪ Can be conducted when convenient
for the employee
 Evaluation

▪ An integral part of the overall training program

▪ Provides feedback on the effectiveness of the
training program
▪ Evaluation criteria should be established in tandem
with and parallel to training objectives
Four Levels of Training Evaluation
 Organizational Development
▪ Training programs focus on individual skill acquisition and
development to improve productivity as well as assist in obtaining
strategic objectives
▪ In a rapidly changing global environment, organizations must be
able to change in response by undertaking larger-scale changes
▪ Such activities constitute organizational development which
focuses on the entire organization rather than individual
employees
 Organizational Development
▪ OD initiatives usually focus on organizational processes and/or
culture and might include culture change, facilitating mergers and
acquisitions, organizational learning, knowledge management,
process improvement, and organization design and structure

▪ They look at the organization from the macro perspective,

utilizing a systems approach to appreciate the
interrelatedness of functions and processes. This is frequently
accomplished through the establishment of an in-house corporate
university.
The Link between Training and Performance
Management and Compensation
 The Link between Training and Performance
Management and Compensation
▪ When employees expend the effort to learn new skills and knowledge
(training) and are expected to implement such learning in their jobs
(performance management), there should be some incentive to do so and
some acknowledgment and reinforcement of that performance once it is
achieved (compensation)
▪ A training program that is not linked to the organization’s performance
management and compensation systems has far less chance of success than
one that does. Training should be conceptualized, designed, and delivered
within a larger strategic context and receive an organization-wide
commitment to ensure its success