Welcome HRM207

Human Resources Learning and Development Week 1, Session 2 2012

Debbie Howlett
(Based on Noe and Winkler, 2009)

Todays Agenda
Review Unit Guide and assessment criteria Lecture - Introduction - Training design process - Influences on working and learning - Training professionals and practices

Review Unit Guide

Assessment Requirements

What is Training?
Training a planned effort by an organisation to facilitate employees learning of job-related competencies
Competencies knowledge, skills or behaviour (attitudes in some approaches) critical for successful job performance.

The goal of training is for employees to:

master the knowledge, skill and attitudes emphasised in training programs, and apply them to their day-to-day activities

High-leverage Training (eg Medtronic)

Linked to strategic goals and objectives

Uses an instructional design process to ensure that training is effective

Compares or benchmarks the organisations training programs against training programs in other organisations Creates working conditions that encourage continuous learning

Continuous Learning
Requires employees to understand the entire work system including the relationships among:
their jobs their work units the entire organisation

Employees are expected to:

acquire new skills and knowledge apply them on the job share this information with other employees

Managers take an active role:

in identifying training needs helping to ensure that employees use training in their work

Discussion question
Is training always a good thing to do?

Todays Emphasis
Providing learning opportunities for all employees (including training and education)

An on-going process of performance improvement that is directly measurable Not one-time training events
The need to demonstrate the benefits of training To executives, managers and trainees Learning as a lifelong event Senior management, training managers and employees have ownership

Training used to help attain strategic business objectives Helps organisations gain a competitive advantage

Training design process

Instructional System Design (ISD) Refers to a process for designing and developing training programs There is not one universally accepted ISD model ISD process should be:
systematic flexible enough to adapt to business needs

Assumptions of ISD
Training design is effective only if it helps employees reach training objectives Measurable learning objectives should be identified before training Evaluation plays a key role in planning, monitoring and change

10

The Process
Conducting needs analysis Ensuring employees readiness for Creating a training learning environment

Ensuring transfer of Developing training and evaluation Selecting plan training method Monitoring and evaluating the program 11

Influences on working and learning (10)

Globalisation

Need for leadership

Increased value placed on intangible assets and human capital

focus on link to business strategy

Attracting and retaining talent

12

Influences on working and learning (10)

Customer service and quality emphasis Changing demographics and diversity of the work force New technology High-performance models of work systems

Economic changes

13

What do training professionals look like?

14

The 2004 ASTD Competency Model

15

Training Practices
External Context - Australian Qualification Framework (AQF) -Tertiary Education Quality and Standards Agency (TEQSA) -Vocational Educational Education and Training sector (VET) -training.gov.au -Nationally Recognised Training (NRT) -Registered Training Organisation (RTO) -National Centre for Vocational Education Research (NCVER) -Department of Education, Employment and Workplace Relations (DEEWR)

16

Training Practices
Internal Context
-Human Resources -Human Resource Development -Organisation Development -At the coalface OJT (on the job)

17

Conclusion
Recap of today Things to do before next week group members

Skills to consider
think about essay content Any questions?

18