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MHR405

Chapter 2

QuestionAnswer
Business strategy a plan that integrates the company's goals, policies, and actions. The strategy influences how the company uses capital: physical, financial, human.
Strategy: Goal what the company hopes to achieve in the medium- and long-term future.
How strategy affects training: WhenStrategy influences whether training is: Devoted to current vs. future job skills. Customized for each employee vs. for each team/unit/division. Restricted to specific groups of employees vs. open to all employees.
How strategy affects training: WhenStrategy influences whether training is: Planned/systematic vs. reactionary (response to problems/threats). Considered more or less important than other motivational factors (eg. selection and compensation).
How strategy affects training Considered more or less important than other motivational factors (eg. selection and compensation).
Knowledge what individuals or teams of employees know as well as company rules, processes, tools, and routines. Tacit vs. explicit
Learning the acquisition of knowledge by individual employees or groups of employees who can apply it in their jobs Decisions/tasks
Explicit knowledge knowledge that can be formalized, codified, and communicated. Facts, procedures…
Tacit knowledge – personal knowledge based on individual experience difficult to explain to others
Knowledge, skills and ability (KSA) : Knowledge includes facts or procedures.
Knowledge, skills and ability (KSA) : Skills indicates competency in performing a task.
Knowledge, skills and ability (KSA) : Ability includes the physical and mental capacities to perform a task.
Best practices for using training to enhance business goals Align learning goals with business goals. Measure how learning impacts business function Move learning outside the company to include customers, vendors, and suppliers. Focus on developing competencies for the most critical jobs.
Best practices Integrate learning with other HR functions (knowledge management, performance support, talent management). Delivery approaches that include both classroom and e-learning. Leadership development
The Strategic Training and Development Process:Mission the company's reason for existing.
The Strategic Training and Development Process:Vision the picture of the future that the company wants to achieve.
The Strategic Training and Development Process:Values the company’s priorities.
The Strategic Training and Development Process: SWOT analysis an analysis of the company's operating environment. Identify strengths, weaknesses, opportunities and threats And… what’s the competition doing?
Strategic training and development initiatives learning-related actions a company takes to affect business strategy.
Metrics – identify: trainees' satisfaction with the training program. whether the trainees' knowledge, skill, ability, or attitudes changed as a result of program participation. whether the program resulted in business-related outcomes for the company.
Balanced scorecard Means of performance measurement that provides managers with a chance to look at the overall company performance or the performance of departments or functions Four perspectives: customer, internal, innovation and learning, and financial.
Organizational Characteristics That Influence Training Top management support: The CEO is responsible for vision, and being a sponsor governor, faculty, learner, and marketing agent. How integrated are the company’s business units? Global? Economic cycle/ business conditions
Organizational Characteristics That Influence Training: Staffing strategy the company's decisions regarding where to find employees, how to select them, and the desired mix of employee skills and statuses.
Organizational Characteristics That Influence Training : Human resource planning identification, analysis, forecasting, and planning of changes needed in the human resource area
Organizational Characteristics That Influence Training: Unionization Joint union-management programs
Organizational Characteristics That Influence Training : Manager involvement in training design Without managers, training may not meet business needs Show how training can help managers achieve departmental goals Reward managers for participating Trainees need support of managers
How the Dept. is structured: Centralized training everything under one roof: training and development programs, resources, and professionals Good for integrating programs, developing leaders and dealing with crises Five models…
Faculty model: Looks a lot like college. Pros: Training staff are content experts If you have an expert, you make a program. Cons: The training function may not meet the needs of the organization. Trainers may be unaware of business problems or unwilling to adapt
Customer model Takes care of training needs of one division or function of the company. Cons: Involves considerable time programs may vary greatly in effectiveness Design may not be very good
Matrix model The trainer is expert in both training and content Pros: Training is linked to the needs of the business Trainer has expertise in understanding a specific business function Con: Trainers report to two managers
Business embedded model: 5 competencies: strategic direction product design structural versatility product delivery accountability for result More customer-focused than traditional training department.
How companies can make money from developing their own training services Some businesses are so good at a particular aspect of their operation that other companies are asking for their expertise. Other companies aim training at their own customers or dealers. In some cases, the training department sells unused seats in train
Why outsource training? Cost savings Time savings - company can focus on business strategy When purpose is response to outside regulation When company doesn’t have ability to meet learning demands internally Desire to access best (or at least cutting edge) training practices
When not to outsource training? No outsourcing providers meet company needs. When companies' want to maintain control over all aspects of training and development
Created by: annette1816
 

 



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