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Unit 2: Training and the

Organizations Strategic Plan

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

should influence training.


> Understand and conduct a SWOT analysis.
> Explain the training needs created by business
strategies.

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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

Phase 2: Develop action plans:


> How should the organization attain its vision
of the future?

Goals.
Objectives.
Strategies.
Programs.

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Strategic Planning

Phase 3: Evaluate accomplishments:


> How will the organization know how it is
performing?
Measure results.
Performance measures.

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The Strategic Training and Development Process

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.

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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
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Training as a Competitive Advantage


Competitiveness:
> An organizations ability to maintain and gain market

share in a specific industry.

Competitive advantage:
> A competitive advantage exists when an organization

is able to provide the customer a better value than


the competition. For example, the ability to produce
products at a lower price or of better quality can
create a competitive advantage.

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Training as a Competitive Advantage


Training becomes a competitive advantage
when:
> It is linked to business strategy and organization

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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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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Understanding the Organization


SWOT A strategic planning tool used to evaluate
strengths, weaknesses, opportunities and threats.
Strengths

Weaknesses

Opportunities

Threats

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Team Project

Identify the name of your organization.


Write your organizations:
> Mission statement.
> Vision.
> Values.

Conduct a SWOT analysis for your


organization.
Describe your organizations business strategy.

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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

necessary. This is the first step in the instructional


design model.

Needs analysis:
> Analysis of the data collected during the needs

assessment.

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Overview of Needs Assessment

1. Gather data to identify needs.


2. Determine needs that can be
met by training intervention.
3. Propose solutions.
4. Calculate potential cost of
training interventions.
5. Choose the training.

6. Implement the training.

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.

If so, whats the triggering event?


> Lack of basic skills.
> Poor performance.
> New legislation.
> New technology.
> New products.
> New jobs.
> Change in performance standards.
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Causes and Outcomes of Needs Assessment


Triggers
Legislation
Lack of basic skills

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

Goals of needs assessment:


> Determine whether a training need exists.
> Identify who it exists for.
> Identify what tasks need to be taught.

Who should participate in needs assessment:


> Managers (both upper and mid-level managers).
> Subject matter experts (SMEs).
> Job incumbents.

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Needs Assessment Tools

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.
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Needs Assessment Process


Organizational analysis:
> Is training appropriate?
> Does training support the organizations strategic

direction?

Person analysis:
> Does employee performance indicate a need for

training?
> Which employees need training?

Task analysis or competency model:


> What work activities are required to complete a task?
> What knowledge, skills and abilities are necessary to

successfully perform the task?


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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?

A needs analysis focuses on the differences


between the way work should be done and the
way work is actually done.

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Problem Analysis Flow Chart:


Determining If There Is a Need for Training
Describe the
Performance

No Performance
Discrepancy
Is there a
deficiency in
knowledge, skill
or attitude?

Employee
does know
how to
accomplish
the task

Employee does not 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

Arrange positive and


negative
consequences

Is inappropriate
behavior
rewarded?

Yes

Arrange negative
consequences

Is appropriate
behavior
punished?

Yes

Remove
punishment and
arrange positive
consequences

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Team Project: Needs Assessment


Design a needs assessment instrument for
your organization.
What information do you need?
What methods will you use to do a needs
assessment?
Discuss your business strategy as identified in
the SWOT analysis and explain how training
aligns with that strategy.

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