Introduction+to+Employee+Training+and+Development-ses+3

Introduction to Employee Training and Development: 

Introduction to Employee Training and Development

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Home Depot world largest home improvement retailer, with our 1500 stores in U.S, Canada and Mexico. Every year about 30,000 H ome dept associates participates in Training and Development activities designed to help their careers and improve the companies productivity and customer satisfaction. The training activities includes printed materials, distributed to stores, on site instructions and e-learning programs.

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The company is looking for training to better drive sales performance in the stores and to build leaders from within the company. Most of the leadership development is done face to face, whereas e-learning, instructors and printed material are available.

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Training & Development Competitive Advantage Technology Human Resource Management Stakeholders Intellectual Capital

What is training ?: 

What is training ? Planned effort of the company. Employee learning of job related competencies Competencies includes knowledge, skill, or behaviors. Goal is successful job performance. Training bridges the differences between job requirements and employee’s present specification.

Training and Development: 

Training and Development Training Content:- Technical Skill and Knowledge Purpose:- Specific Job related Duration: Short Term For Whom : Mostly Technical and non-managerial personnel Development Content:- Managerial and behavioral skill and Knowledge Purpose :- Conceptual and general Knowledge Duration: Long term To Whom: Mostly for managerial personnel.

Benefit of Training to the Organization: 

Benefit of Training to the Organization Leads to improved profitability and positive attitude. Improves the job knowledge and skill at all levels. Improves the morale of the workforce Improves relationship between boss and subordinate, aids organisational development. Improves labour management relation. Aids in handling conflict, thereby helping to prevent stress and tension.

Benefit to Individual : 

Benefit to Individual Helps the individual make better decisions and effective problem solving. T&D leads to motivational variable of recognition, achievement, growth, responsibility Helps a person handle stress, tension, frustration and conflict. Develops a sense of growth in learning.

Benefit in Human Relations, Intra and Intergroup Relations and Implementation: 

Benefit in Human Relations, Intra and Intergroup Relations and Implementation Improves communication between groups and individuals. Aids in orientation for new employees and those taking new jobs through transfer or promotion. Improves interpersonal skill.

Need for Training: 

Need for Training To Match the Employee Specifications with the Job requirements and organisational needs. Organisational Viability and Transformation Process. Technological Advances Organisational Complexity Human Relations Change in the Job Assignment

High leverage Training: 

High leverage Training Linked to strategic business goals and objectives. Uses an instructional design process to ensure training is effective Benchmarks various companies training programs against other companies.

Continuous Learning: 

Continuous Learning It requires the employees to understand the entire work system. Relationship among their jobs, their work units and the company.

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High Leverage Training Continuous learning Performance improvement

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Designing Effective Training- Training Design Process Conducting Needs Assessment Organizational Analysis Person Analysis Task Analysis Ensuring Employee Readiness for Training Attitudes & Motivation Basic Skill Creating a Learning Environment Learning Objectives Meaningful Material Practice Feedback Community of Learning Modeling, program, Administration Ensuring Transfer of Training Self Management Peer & Manager Support Developing an Evaluation Plan identify Learning outcomes Choose Evaluation Design Plan Cost Benefit Analysis

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Cont… Selecting Training Method Traditional E-Learning Monitoring & Evaluating the Program Conduct Evaluation Make Changes to improve the program

Stage 1- assessment methods: 

Stage 1- assessment methods Training Content for different Categories of Employees Supervisory Training- on the job & off the Job training e.g. production control, Activity control, method control Sales Training- company product, customer, competitor, laws concerning sales. Clerical Training- background knowledge, reports writing Learning and Teaching .

Stage 2: Designing the Training Programme: 

Stage 2: Designing the Training Programme It should focus on Instructional Objectives- based on intended performance objectives and result. It helps in selecting the training material and methods. Learning Principles- these are All human beings can learn Individual should be motivated to learn Learning is active but not passive Learner may acquire knowledge more rapidly with guidance. Appropriate material to be provided.

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Time must be provided to practice learning. Standards of performance should be set for the learner. Learning is a cumulative process. Learning should be goal oriented Learning involves long run retention and immediate acquisition of knowledge.

Stage 2: Designing the training programme: 

Stage 2: Designing the training programme Training Time Learners Job Proficiency Discouraging First Stage Increasing returns False plateau Peak Proficiency Over Learning Period

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Basic knowledge Simple knowledge skill Complex problem Departmental Review Organizational development Development period Training skill

Stage 2- Principles of training: 

Stage 2- Principles of training Motivation Progress information Reinforcement Practice Full vs. Part Individual Differences

Areas of Training: 

Areas of Training Organization provides training to their employees in the following areas:- Company Policies and Procedure Training in specific Skill Human Relation Training Problem Solving Training Managerial and Supervisory Training Apprentice Training

Stage 3- Implementation: 

Stage 3- Implementation Training Methods On the Job Method Off the Job Methods Job rotation Coaching Job instruction Training through Step by step internship training (TISCO, BHEL) Vestibule training role playing Lecture Method Conference or Discussion Programmed instruction Audio-Visual Methods Computer-based Training and E-Learning.

The Forces influencing working and learning: 

The Forces influencing working and learning Globalization :- e.g. Starbucks coffee, moved to China, extra competition for local mangers, SB researched that locals moved from one local western company to another for several reasons. To avoid local management turnover, Starbucks emphasized its casual culture and opportunities for development. Off shoring refers to the process of moving jobs from the United States to other locations in the world.

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The need for Leadership :- Effective managers are the key to employee retention as they perform the basic management function therefore managers should have global leadership skills. Increased value placed on Intangible Assets and Human Capital :- A company value includes three types of assets that are critical for the company to provide goods and services: financial assets, Physical assets and intangible assets.

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Human Capital Tacit Knowledge Education Work related know-how Work related competence Customer Capital Customer relationship Brands Customer loyalty Distribution Channels Social Capital Corporate culture Management philosophy Management practices Informal networking systems Coaching/mentoring relationships Intellectual Capital Patents Copyrights Trade secrets Intellectual Property

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T&D has a direct influence on human and social capital because it affects education, work related know how and competence and work relationships. Intangible assets contributes to company’s competitive advantage because they are difficult to duplicate or imitate. Knowledge workers are employee who contribute to the company not through manual labor but through what they know, about customers or a specialized body of knowledge.

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Attracting and Retaining Talent :- Retention is an important part of talent management. Talented employees are looking for growth and a career path, which is attained by T&D. Customer Service and Quality Emphasis

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American Society For Training and Development