Professional Documents
Culture Documents
SHRM 2009
Unit 2, Class 1:
Training and the Organizations Strategic Plan
Learning Objectives
By the end of this unit, students will:
> Define training and strategic training.
> Explain various elements of a strategic plan.
> Describe how the organizations strategic plan
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What Is Training?
What is training?
What is the goal of training?
How is training strategic?
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Strategic Planning
A strategic plan:
> Is a visionary, conceptual and directional outline of
the organization.
> Integrates the organizations goals, policies and
actions.
> Helps direct the organizations activities to reach
specific goals.
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Strategic Planning
Phase 1: Identify the organizations business
strategy:
> Mission: Describes the organizations
reason for existence.
> Vision: States the organizations picture of
the future.
> Values: What the organization stands for.
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Strategic Planning
Goals.
Objectives.
Strategies.
Programs.
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Strategic Planning
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Business
BusinessStrategy
Strategy
Mission.
Values.
Goals.
Strategic
StrategicTraining
Training
and
Development
and Development
Initiatives
Initiatives
Diversify
learning
portfolio.
Training
Trainingand
and
Development
Development
Activities
Activities
Improve
customer
service.
Accelerate
pace of
employee
learning.
Capture and
share
knowledge.
SHRM 2009
Use web-based
training.
Make
development
planning
mandatory.
Develop web
sites for
knowledge
sharing.
Increase
customer service
training.
Metrics
Metricsthat
thatShow
Show
Value
ValueofofTraining
Training
Learning.
Performance
improvement.
Reduced
customer
complaints.
Reduced
turnover.
Employee
satisfaction.
Noe, 2008
8
Competitive advantage:
> A competitive advantage exists when an organization
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SHRM 2009
goals.
> It focuses on the organizations future.
> Employees are trained in the knowledge, skills and
abilities required to achieve that future.
> It moves from basic skills to learning, creating and
sharing knowledge.
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SHRM 2009
Strategic Training
Improves performance toward goals.
Focuses on what is needed and when it is
needed.
Formal training enhanced by informal learning.
Learning supported by the organization.
Knowledge transfer:
> Explicit knowledge.
> Tacit knowledge.
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Weaknesses
Opportunities
Threats
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Team Project
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Unit 2, Class 2:
Needs Assessment and Analysis
Learning Objectives:
> By the end of todays class, students will be
able to:
Define needs assessment and analysis.
Identify the purpose of needs assessment and
analysis.
Describe the process to conduct an assessment and
analysis.
Describe data collection methods.
Determine from assessment whether training is the
best solution to the problem.
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Instructional Design
The ADDIE model of instructional design:
> Assessment.
> Design.
> Development.
> Implementation.
> Evaluation.
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Needs Assessment
Needs assessment:
> The process used to determine if training is
Needs analysis:
> Analysis of the data collected during the needs
assessment.
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Pre-Assessment Activities
Do we need a needs assessment?
> Training may be the wrong solution.
> We may conduct the wrong training.
> Unnecessary money may be spent on training.
Context
Organization
Analysis
Poor performance
Person
Analysis
New technology
Outcomes
Task
Analysis
Customer requests
What training do
they need?
The results of
training.
New products
Higher performance
standards
Determines context
of training
New jobs
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Needs Assessment
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Performance tests.
Questionnaires and surveys.
Observations.
Focus groups.
Interviews.
Work samples.
Industry standards.
Work records.
Key employee consultation.
Company reports and print media analysis.
Checklists.
SHRM 2009
direction?
Person analysis:
> Does employee performance indicate a need for
training?
> Which employees need training?
Needs Analysis
Also referred to as a gap analysis:
> Expected performance What is the ideal? What
should be happening?
> Actual performance What is actually happening
now?
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SHRM 2009
No Performance
Discrepancy
Is there a
deficiency in
knowledge, skill
or attitude?
Employee
does know
how to
accomplish
the task
Yes
Has the
employee
performed
the task
before?
Yes
No
Cont
Yes
Is the task
accomplished
often?
No
Training Options
1. Conduct formal training
2. Conduct practice
3. Provide feedback
Non-Training Options
Do obstacles to
appropriate
behavior exist?
Does appropriate
behavior matter?
Cont
No
Yes
Remove
obstacles
Is inappropriate
behavior
rewarded?
Yes
Arrange negative
consequences
Is appropriate
behavior
punished?
Yes
Remove
punishment and
arrange positive
consequences
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