TRAINING STRATEGY

Bring potential into profits

Purpose of Training

 Defining the Role and Purpose of Training in

Your Organization
Purpose of Training Strategy

 Define the purpose of training strategy.

Principles

 Staff development is relevant to all staff and

the whole person
 It is embedded in all working practice,
throughout an individual's career
 Reflection, review, feedback and
opportunities for learning should form an
integral part of everyone's work experience.
Review the Mission Statement

 Review your company’s mission statement.

 You must know what is your company’
objectives.
 What is goals to achieve.
Training Strategy Process

 Develop a Training Mission Statement

– Step 1: Ask Role Definition Questions.
 Clarifying questions-like 'Why is training important to our
company?' and What would happen over the next year if
the training department were
eliminated?' (I provided a complete list notes area ) –
that ca provide the basis for the training department's
mission statement.
Develop a Training Mission Statement – Contd.

– Step 2: Summarize the Role Definition Answers.

Develop a Training Mission Statement – Contd.

– Step 3: Develop a Training Mission Statement.

 This statement describes the reason your
company has a training department,
and it must be aligned with the corporate
mission.
After the Training Mission Statement

 You're ready to establish:

– Create training manual and policies
– Training objectives
– Create a Training Strategic Plan
– Define Training strategy
Current situation

 We must determine the current state of

skills, knowledge, and abilities of our
current and/or future employees. This
analysis also should examine our
organizational goals, climate, and
internal and external constraints.
A statement of purpose

Outline what is to be accomplished by the

training conducted.
Identification of the training needs

Use multiple methods of Needs

Assessment. To get a true picture, don't rely
on one method. It is important to get a
complete picture from many sources and
viewpoints.
Training Need Analysis

TNA determine
What is a training need
TRAINING  NEEDS  ARE  ELEMENTS  LIKE
-skills
-knowledge
-attitude
-aptitude
-abilities
-competencies
-behaviors
TNA - Techniques

 There are many data‑gathering techniques

that you could use in a
TNA investigation. Here is a list of some
common techniques given in notes area
METHODS   OF  TRAINING  NEEDS
ANALYSIS

In addition  to  
PERFORMANACE   APPRAIS L there  are
 some other  methods to conduct the TNA
successfully.
Trigger for TNA

 EXTERNAL
-anticipated  demand for  products
-anticipated  demand  for  services
-local  labor  market  situation
-customer  requirements
-changes in  government  regulations
-changes in  competitive  situation
Trigger for TNA

 INTERNAL
-plan  to  change  operational methods
-plan to  change technology
-organization  restructuring
-changes in  corporate  strategy
-changes in the  role  of  jobs.
Training program contents are outlined

 -identifying topic areas to be covered.

-specific concepts are listed
-key points are specified
-determining the emphasis required on each
topic.
-sequencing the topics into a logical
progression.
-establishing a learning pace.
Selection of instructor (s)

 -in terms of scholastic records

-in terms of delivery skills
-in terms of personality
etc etc
Physical facilities

 Location
 Conference room facilities
 Training Teaching materials
Training Methods

 Lecture
 Conference method
 Management games
 Case study
 Sensitivity training
 Programmed instructions.
Evaluations

 Self Assessment – Trainer & Training Deptt.

 Through Participants
 Professionals
 Field Experts
 Consultants
 HR Audit