1. Strategic Human resource Management Training & Developing

2. Training and development Employees are human assets for organizations.... T&D of employees is an ongoing investment in these assets and the most significant investments that an organization can make. Employee training involves acquiring new skills and they will be able to use immediately for organization

3. Training & Development Acquiring knowledge and learning skills that creates value for the organization and aid the organization and employee in career. Learning and Training??? Learning rather than training to emphasize the point that activities engaged in as part of this developmental process are broad based and involve much more than straight forward manual or technical skills

4. Training & Development Learning implies: – Ongoing developmental and continuously adding to employees skills and knowledge to meet the challenges the organization faces from its external environment. – A focus on learning; emphasizes results rather than process Employee learning impact on employee behaviour and performance???

5. Training & Development Its major strategic issue for organization for these reasons: First: – Rapid changes in technology; competitive environment; continues training for employees Second – The redesign of work; more responsibilities, further development of skills, performance and success, developmental opportunities Third – Mergers and acquisitions; integrating employees, Fourth – Employee turnover; employee loyalty Finally: – Globalization of business, acquire knowledge and skills

6. Training & Development New employee training is rotation. Rotation allows new hires to sample different kind of work with in the organization and determine an optimal fit between their needs and interests and those of the organization. It could be expensive in short run but they represent a longer term investment in employees. Cross training

7. Training & Development T&D activities: – It is equally important to both employees and employers – Opportunity to learn new skills is very important when evaluating an employer. – T&D can improve bottom line operating results, that same training can make employees much more attractive targets of competitors recruiting efforts.

8. Benefits of T&D Training involves some changes: – How they do their jobs – How they relate to each other – Condition in which they perform – Job responsibilities – Win-win outcomes for both employees and employers

9. Benefits of T&D Strategically; – Strategically targeted training in critical skills and knowledge based adds to employee marketability and employability security that is critical in the current environment of rapidly developing technology and changing jobs and work processes. – Bottom line and general efficiency and profitability measures – Strategic issue is how to make training effective – Can make employees more accountable for results

10. Planning and Strategizing Training Two keys to develop successful training programs Planning and strategizing training Assessment Organization Task individual Objectives and measures Design and Delivery Interference Transfer On the job Off the job online Evaluation

11. Levels of needs assessment Organizational level – Training relate to organizational objectives? – Training impact day to day workplace dynamics – Cost and expected benefits of training Task level – Responsibilities are assigned to the job – Skills or knowledge are needed for performance – Learning setting should be the actual job setting – Implications of mistakes Individual level – Knowledge, skills and abilities do trainees already have – Learning style – Special needs

12. Four levels of evaluation Level Question being askedMeasures Results Is the organization or unit better because of the training? Accidents, quality, productivity, turnover, morale, costs, profits Behavior Are trainees behaving differently on the job after training? Are they using what they have learned? Performance appraisal by superior, client, subordinate Learning To what extent do trainees have greater knowledge or skills after the training program than they did before? Written tests, performance Tests, Graded simulation Reaction Did the trainees like the program, the trainers, the facilities, they course was useful? Improvements? Questionnaires

13. Integrating training with PMS and Compensation The second factor in strategizing T&D programs is to ensure that desired results of training are reinforced when employees achieve accomplish them. Training Compensation Performance Management