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Training and Development Strategies

This document discusses training and development in organizations. It covers the importance of training, benefits for individuals and organizations, planning training objectives and setting them in measurable terms, designing training delivery to facilitate learning transfer, evaluating training effectiveness, and integrating training with performance management. Key factors for training success include thorough planning, evaluation, selecting appropriate content and methods, and sustaining training's role.

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23 views12 pages

Training and Development Strategies

This document discusses training and development in organizations. It covers the importance of training, benefits for individuals and organizations, planning training objectives and setting them in measurable terms, designing training delivery to facilitate learning transfer, evaluating training effectiveness, and integrating training with performance management. Key factors for training success include thorough planning, evaluation, selecting appropriate content and methods, and sustaining training's role.

Uploaded by

urvashiakshay
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd

CHAPTER 9

TRAINING AND DEVELOPMENT

Training and Development


Training and Development
Represents an ongoing investment in employees and realizes that employees are assets with value.

Importance of Training and Development


Rapid technological changes cause skill obsolescence. Redesign of work brings about the need for new skills. Mergers and acquisitions have increased the need for integrating employees into different corporate cultures. Employees are moving between employers more often, necessitating the training of more new hires. Globalization of business requires new knowledge and skills.

Benefits of Training and Development


Individual employee
Increased employee marketability Increased employee employability security

Organization
Improved bottom line, efficiency, and profitability Increased flexible in having employees who can assume different and varied responsibilities Reduced layers of management Helps make employees more accountable for results.

Planning and Strategizing Training

Setting Training Objectives


Align/match identified training needs with training objectives. Define objectives in specific, measurable terms:
In terms of desired employee behaviors. In terms of the results that are expected to follow from such behaviors.

An source of information for setting objectives can be the data on performance deficiencies that is contained in the organizations performance management system.

Design and Delivery


Critical Training Design Issues
Interference from and the difficulty of overcoming prior training, learning or established habits. Whether or not employees transfer (utilize) the newly learned skills back to the job. Having an organizational environment that is supportive of training and development. The choice of a training environment (e.g., on-the-job training) that closely approximates or simulates actual job or working conditions to facilitate the transfer of learning.

Evaluation
Is 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.

Integrating Training with Performance Management Systems and Compensation

Reading 9.1: Strategies that Impact the Transfer of Learning Effective Scheduling of Training Session
Morning hours, fewer hours per session, more frequency.

Training at the Appropriate Time


Deliver training as close to the actual time when learning will used/needed on the job.

Pre-training Preparation
Employees need to be made aware of the benefit and importance of training.

Training Delivery
Training and transfer are enhanced by using a variety of training techniques.

Reading 9.2: Key Factors Influencing Training Program Success


Planning
Establish a structured linkage between the organizations strategic mission and the goals of training and development initiatives.

Checking
Evaluate training results by measuring participant reactions and responses to behavioral exercises during the training.

Doing
Select a specific training program content and choose a appropriate training method to deliver the content.

Acting
Determine how sustain and enhance the role of training and development in the organization.

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