through Training and Development, 5e Managing Performance through Training and Development, 5e PowerPoint Presentation prepared by Tracey Starrett, M. Ed, CHRP School of Human Resources Management York University © 2010 by Nelson Education Ltd.

The Training and Development Process Chapter One The Training and Development Process © 2010 by Nelson Education Ltd.

© 2010 by Nelson Education Ltd. Learning Outcomes Understand the meaning of performance management, training, development, and human resources development Describe the organization, employee, and societal benefits of T&D Discuss the current state of T&D in Canada Understand the environmental and organizational context of T&D Understand the meaning of strategic human resources management and strategic T&D, and high performance work systems Discuss the instructional systems design model of T&D © 2010 by Nelson Education Ltd.

Training and Development Situations on a daily basis require us or someone else to demonstrate effective performance Significance of these situations varies from minor to extremely critical Effective performance often comes from some form of education, learning, training, or development Look at the link between effective performance and individual and organizational effectiveness © 2010 by Nelson Education Ltd.

© 2010 by Nelson Education Ltd. The Terms Performance management is: The process of establishing performance expectations with employees Designing interventions and programs to improve performance Monitoring success of interventions and programs © 2010 by Nelson Education Ltd.

Performance Management The Terms Performance Management © 2010 by Nelson Education Ltd.

© 2010 by Nelson Education Ltd. The Terms One set of interventions includes: Training: acquisition of KSAs to improve performance in one’s current job Development: acquisition of KSAs required to perform future job responsibilities and in the long-term achievement of individual career goals and organizational objectives © 2010 by Nelson Education Ltd.

© 2010 by Nelson Education Ltd. The Terms Human Resources Development: Systematic and planned activities that are designed by an organization to provide employees with an opportunity to learn necessary skills to meet current and future job demands © 2010 by Nelson Education Ltd.

© 2010 by Nelson Education Ltd. The Benefits of T&D Organizational benefits: Organizational strategy Increase organizational effectiveness Employee recruitment and retention © 2010 by Nelson Education Ltd.

© 2010 by Nelson Education Ltd. The Benefits of T&D B. Employee Benefits Intrinsic Greater knowledge & skills, higher self-efficacy, feel more useful, have more positive attitudes towards their job and organization Extrinsic Higher earnings, more marketable, greater job security, and enhanced promotion prospects © 2010 by Nelson Education Ltd.

© 2010 by Nelson Education Ltd. The Benefits of T&D C. Societal Benefits Educated population: helps to create educated and skilled workforce Standard of living: dependant on productivity and productivity growth © 2010 by Nelson Education Ltd.

© 2010 by Nelson Education Ltd. The Benefits of T&D © 2010 by Nelson Education Ltd.

© 2010 by Nelson Education Ltd. Training in Canada Average hours of training: 25/year (2006) Average expenditure $852/employee (2006) down slightly from $914 in 2004 Average annual training expenditure: $4.9 million across all industries (2004) © 2010 by Nelson Education Ltd.

© 2010 by Nelson Education Ltd. Investment or Expense? Canada ranks 20th out of 60 countries in ranking of employee training as a priority Viewed as cost or expense results in limited/required training Viewed as investment is part of organization’s strategy One in five companies invests more than 3% of payroll in training Scotiabank = $47m, BMO = $1800/employee © 2010 by Nelson Education Ltd.

© 2010 by Nelson Education Ltd. Quebec Training Law Passed in 1995 - “1% or training law” Only payroll training tax in North America <$1m invest minimum 1% or pay equivalent to gov’t 2008 report on impact of law: Significant effect on way training is structured, organized and delivered Participation rates increased More collaboration in promoting learning and training Most effect on medium sized companies © 2010 by Nelson Education Ltd.

Context of Training & Development © 2010 by Nelson Education Ltd.

Context of Training & Development Environmental context Laws Global competition Technology Demographics Labour market Economy Change Social climate © 2010 by Nelson Education Ltd.

Context of Training & Development B. Organizational context Goals Values Strategy Structure Culture Leadership © 2010 by Nelson Education Ltd.

Context of Training & Development C. Human Resources Management System All functional areas of HR work together to create an HR system Driven by organizational strategy and SHRM Is what constitutes a High Performance Work System (HPWS) Lead to a Strategic Model of Training and Development © 2010 by Nelson Education Ltd.

Strategic Model of Training & Development Business strategy will influence the HRM strategy Thus in turn, the HRM strategy will influence the strategy for learning and training This leads to the decisions on the type of training and development activities and programs that will be necessary This is depicted in Fig. 1.2 © 2010 by Nelson Education Ltd.

Strategic Model of Training & Development Business Strategy HRM Strategy Learning and Training Strategy Training and Development Programs See Figure 1.2 in text © 2010 by Nelson Education Ltd.

Instructional Systems Design Model Figure 1.3 in text © 2010 by Nelson Education Ltd.

Instructional Systems Design Model Rational and scientific model of T&D process consisting of 3 major steps: Training needs analysis Training design and delivery Training evaluation Starts with performance gap or itch (problem) The ISD model is the basis for rest of the course © 2010 by Nelson Education Ltd.

© 2010 by Nelson Education Ltd. Summary Introduction to the training and development processes T &D plays important role in effectiveness and competitiveness of organizations Is an investment in human capital, with dividends for the individual, the organization, and society at large The state of training in Canada is discussed with added emphasis on the Quebec Training Law and its effectiveness since its inception © 2010 by Nelson Education Ltd.

© 2010 by Nelson Education Ltd. Summary The value of training and development is increased when linked to SHRM; aligned with other HR practices (and a HPWS); and tied to an organization’s business strategy Introduces instructional systems design (ISD) model Key concepts to be addressed in subsequent chapters, such as needs analysis, training design and delivery, and the evaluation of training programs © 2010 by Nelson Education Ltd.