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Training and Development Strategies

Training and development are crucial for adapting to rapid technological changes, integrating diverse work cultures, and addressing globalization needs. Benefits include increased employee marketability and organizational efficiency, leading to improved profitability and accountability. The choice of training methods should align with organizational values, objectives, and available resources.

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Raisa Atia Oishee
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40 views9 pages

Training and Development Strategies

Training and development are crucial for adapting to rapid technological changes, integrating diverse work cultures, and addressing globalization needs. Benefits include increased employee marketability and organizational efficiency, leading to improved profitability and accountability. The choice of training methods should align with organizational values, objectives, and available resources.

Uploaded by

Raisa Atia Oishee
Copyright
© All Rights Reserved
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

Training and Development

CHAPTER- 9
Training & Development
1–2

Training & development


 Represents ongoing investment in employees, and

recognition that employees are assets


Importance of training & development
 Rapid technological changes cause skill
obsolescence
 Redesign of work brings need for new skills
 Mergers and acquisitions have increased need for
integrating employees into different cultures
 Employees are moving between employers more
often, necessitating training
 Globalization of business requires new knowledge
and skills
Copyright © 2005 South-Western. All rights reserved.
Benefits of Training &
Development
1–3

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

Copyright © 2005 South-Western. All rights reserved.


Exhibit 9-1
Strategizing Training
1–4

Copyright © 2005 South-Western. All rights reserved.


Exhibit 9-2
Levels of Needs Assessment
1–5

Copyright © 2005 South-Western. All rights reserved.


Evaluation
1–6

Integral part of overall training program


Provides feedback on effectiveness of
training program
Evaluation criteria should be established
in tandem with and parallel to training
objectives

Copyright © 2005 South-Western. All rights reserved.


Exhibit 9-3
Four Levels of Training Evaluation
1–7

Copyright © 2005 South-Western. All rights reserved.


Exhibit 9-4
Links Between Training, Performance
Management, & 1–8
Compensation

Copyright © 2005 South-Western. All rights reserved.


Reading 9.2
Choosing the Best T&D Method
1–9

Choice of delivery method depends on:


 Organizational culture and values
 T&D objective and content

 Profiles of trainees and trainers

 Financial and technological resource

availability
 Time

 Location

 Political constraints

Copyright © 2005 South-Western. All rights reserved.

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