MANAGING HUMAN RESOURCES
Chapter 8
Training and Developing a Competitive Workforce
Copyright 2005 Thomson Business & Professional Publishing. All rights reserved.
PowerPoint Presentation by Charlie Cook The University of West Alabama
The Strategic Importance of Training and Development
Develop competencies that match strategy Foster cohesiveness and commitment Improve recruitment and retention Improve competitiveness Increase legal compliance and protection Smoother mergers and acquisitions
Training and Development
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The Strategic Importance of Training and Development
Improving Recruitment and Retention
Career advancement opportunities
Job training
Improving Competitiveness
Increasing productivity
Improving service Implementing new technology
Training for Customers
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Learning Organizations and Knowledge Management
Learning is recognized as a source of competitive advantage. Knowledge management technologies
Ensure that knowledge from employees, teams, and units is captured, remembered, stored and shared through intranets. Chief Learning/Knowledge Officer coordinates activities.
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Training and Development Practices Within the Integrated HRM System
Training and Development (T&D)
Intentional efforts to improve current and future performance by helping employees acquire the skills, knowledge, and attitudes required of a competitive workforce.
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T&D: Key Terms
Training
Improving employee competencies needed today or very soon Typical objective is to improve employee performance in a specific job.
Development
Improving employee competencies over a longer period of time Typical objective is to prepare employees for future roles.
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Key Terms (contd)
Socialization
Learning how things are done in the organization Objective is to teach new employees about the organizations history, culture and management practices.
Intense socialization increases employees commitment to the success of the company.
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Components of Training and Development within an Integrated HRM System
EX 8.1
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Evaluating Training and Development Effectiveness
EX 8.3
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The HR Triad: Roles and Responsibilities in Training and Development
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Four Components of Needs Assessment
EX 8.4
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Setting Up a Training and Development System
Creating the Right Conditions:
Insight Motivation New skills and knowledge Real world practice Accountability
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Training for Affective Outcomes
Objective Is to Change:
Motivation Attitudes Values
Example of Objectives
Build team spirit Enhance self-confidence Build emotional intelligence (self-awareness, self-management, social awareness, relationship management)
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On-Site, but Not On the Job Training
Programmed instruction on intranet or internet Videos and CDs
Interactive video training: Combines programmed instruction with video
Teleconferencing Corporate Universities and executive education
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Off the Job Training
Formal courses Simulation
Vestibule method: simulates actual job
Assessment centers Role-playing Business board games Sensitivity training Wilderness trips and outdoor training
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Setting the Stage for Learning
Clear Instructions Behavioral Modeling
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Team Training and Development
Training to develop team cohesiveness Training in team procedures Training to develop work team leaders
Supporting disagreement Managing meetings
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Cross-Cultural Training
To prepare people from several cultures to work together
Diversity training
To prepare a person for living in another culture
Training for expatriates and families
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Diversity Training For Employees in the U.S.
Cultural Awareness Training
How own culture (ethnic background, age, socioeconomic status, religion, etc.) differs from that of other workers Understanding impact of stereotypes
Building Competencies
Practice interpersonal skills
Supplementing Diversity Training
Considering diversity in all aspects of HR management (recruitment, selection, rewards)
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Cross-Cultural Training in International Context
Training for Expatriates
Typically a 3-5 day immersion course in countrys values, customs, traditions Culture-general assimilator uses scenarios to teach understanding of cultural differences
Training for Inpatriates
Employees from other countries sent to work in U.S. Need info about culture and help with relocation
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Global Leadership Training and Development
Managers need to manage operations in several countries at once Training and development may include:
Expatriate assignments
Action learning projects
Cross-cultural team assignments Classroom training
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