Emerging

Trends in
Training &
Development
Dr. Cristina Teresa Lim
Associate Professor
Department of Decision Sciences & Innovation, RVR College of Business
De La salle University
July 29, 2022
Presentation Outline
A. Roles of Human Resource Teams
1. Types of HR teams
2. Benefits of Having HR (Corporations &
SMEs)
3. Work Life Integration

B. Training & Development

1. Importance of T&D
2. Identifying & Maintaining
Skills
3. Training Needs Analysis
4. Competency Map 2
Presentation Outline
Cont. Training & Development

5. Five Strategies for Effective T&D

6. Changes to T&D Brought by the Pandemic
7. Learning Management Systems
8. Cross Culture T&D
9. Shift to Hybrid
10. Gap Analysis

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Types of HR Teams

01 HRIS (Human Resource 02 HR-Audit 03 IHRM (International

Information Specialist) They ensure compliance with Human Resource
Manages HR and recruiting company policies and processes
Management)
technologies. as well as government rules and
Addresses HR issues related to
regulations.
employees belonging to more than
one nationality.

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Types of HR Teams

04 Compensation and Benefits 05 CDO (Chief Diversity Officer)

Manager They are the forefront designer of programs

Direct an organization’s pay structure as well that promote diversity, equity and inclusion.

as manage its benefits program.

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 To Corporations

1. Training & Development

2. Conflict Resolution

3. Maintaining Compliance

4. Safety & Risk Management

Benefits of Having HR 6
To SMEs

1. Stronger Onboarding

2. Manage talent better

3. Push for better performance

Benefits of Having HR 7
Work Life Integration
An outcome of
people exercising
control & choice in
their life to meet life's
challenges
(specifically work).

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Spotting New Trends Watch along on your own
device. Scan me!
12:17

https://www.youtube.com/watch?v=u0cdbesQ0tk

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Review of Video:

1. Human Resource embraces 6. Recruiting for Diversity

complexity 7. Showing Empathy and Acting on it

2. Activists 8. Mentoring and Coaching

3. Ecosystem

4. Transformation of the traditional

‘employees’

5. Metaverse: The Future Virtual

Experience

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Training & Development
T&D helps companies improve productivity, increase profit, gain and retain top talent, increase job
satisfaction and morale

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Training &
Development
Organizations look at training and
development as an integral part of the
human resource development activity.

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Importance of T&D
1. Retains & Empowers Employees

2. Develops Future Leaders

3. Builds Workplace Relationships

4. Targeting Required Skills

5. Learning about Industry and

Technology Updates

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Identifying Skills
Assessing Competencies and Current Skill

1. Skill and Aptitude Test

2. Situation-based simulation

3. Feedback

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Maintaining Skills
Retaining and Keeping Skills Up-To-Date

1. Competency Map

2. Performance Review

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Competency Map Watch along on
your own device.
Scan me! 5:52

https://www.youtube.com/watch
?v=qZ9aAKSIdmM

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Review of Video:
Competency Mapping is the process of identifying
an individual’s strength and weaknesses which will
then be aligned to the job that best fits them.

Developing Skills
1. Updating competency map
2. Keeping up to date with newest technology
and innovation
3. Continuous learning and shared knowledge
4. Cross department shadowing 17
Training Needs Analysis

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Training Needs Analysis

It identifies individuals' current level of

competency, skill or knowledge and
compares that competency level to the
required competency standard established
for their positions within the organization.

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Five Strategies for
Effective
Employee Training
& Development

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1 Get Management Approval

✓ If you make training mandatory

and executive team actively
encourages this approach,
then it will gradually become
part of company culture

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2 Create a Formal Program Considerations for creating an
employee development program:

❑ Set Goals
❑ Identify rewards for employees
who achieve their goals
❑ Provide tools to help complete
the training
❑ Review progress and adjust goals
where necessary

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3 Establish Metrics
✓ After creating a formal
program, it is important to
establish metrics to track the
progress of employees and
success of the training and
development plan

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4 Measure Employee Satisfaction
✓ Translate the metrics into
action by measuring learning
engagement.
✓ Analyze course completion
✓ Use employee surveys and
feedback

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5 Provide Different Types of Training Examples of some training and
development activities:

❑ Lectures
❑ On-the-job training
❑ Group Discussions
❑ Games and quizzes
❑ Videos
❑ Simulators

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Invictus.
Watch along on
your own device.
Scan me!

https://www.youtube.com/watch?v=TQ
hns5AwAkA&t=1s

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 What is your take on
inspiration?
01 What inspires you? 03 Inspiration vs
Discipline

02 How do you inspire

others?

https://www.mentimeter.com/app/presentation/ffc210
1fb3cfb5b8027a35b50622e68b/7a6797868b45
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Video Summary

01 Everyone inspires their team members

differently

02 Prime example of insipiration is leading

by example

03 Inspiration can come from anywhere

04 It’s challenging to bring out the best in

other people, more so yourself
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Changes to T&D
Brought by the
Pandemic

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Changes to T&D brought by the
pandemic
Training in a Social-Distanced Workplace
The pandemic has stressed the importance of social distancing. As
such, the rise of virtual communications slowly replaces face-to-
face meetings with clients as well as among coworkers. It is
important to stay connected with the participants.

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Changes to T&D brought by the
pandemic
Embracing New Technology
Consider the following: (1) Does your organization have collaboration
tools that will reach learners you can no longer gather in a room? (2)
Are the use of Learning Management Systems maximized? (3) Can
the technology enable learners to receive feedback and take
assessment?

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Changes to T&D brought by the
pandemic
Challenge With Support
Online modules and sessions
Engage in valuable learning in off-hours and over the weekend.

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(LMS) - Learning
Management Systems

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Learning Management Systems (LMS)
❖ TalentLMS
It is a cloud-based LMS that allows
HR to start your employee training
hassle-free, with a collection of
ready-made courses.
❖ SAP Litmos
SAP Litmos deploys in minutes and
best suited for modern businesses
❖ Docebo
It provides effective employee
onboarding and training content
that encourages your
employees and ensures
engagement.
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Cross Culture Training
& Development

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 Cross Culture
T&D

One way of managing diversity in an

organization is facilitating effective
communication and interaction

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Cross Culture Management
Cross Culture
Management takes into
consideration the
differences in cultures,
practices, and
preferences of
consumers in an
international business
context

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Creating an Effective Cross
Cultural Training Program
1. Identify what’s effective

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Creating an Effective Cross
Cultural Training Program
2. Working through global dexterity

“Cultural sensitivity training is a result of globalization and creating

new overseas market.”

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Creating an Effective Cross
Cultural Training Program
3. Brining it In-House

Develop policies aimed at promoting a standard corporate culture.

Advised by Steve Paskoff, founder and CEO of ELI Inc.

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Shift to Hybrid

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Shift to Hybrid
Expanding and Reshaping Role of HR
1. Navigating Virtual Recruitment

2. Managing Remote Employees

3. Learning and Implementing New Technologies

4. Conducting Regular Employee Surveys

5. Protecting Employee Privacy

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 1. Planning for individual and business growth

2. Projecting Future Needs

3. Analyzing Current Resources

4. Building a Strategy

5. Defining Goals

6. Identify Key Skills and Assessing Current Skills

Gap Analysis
Breakdown of the current skills compared to the
skills needed to attain key organization goals
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 Thank You
&
Have A Great Day
Ahead!
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Let’s Play Kahoot…

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Emerging
Trends in
Training &
Development
END
Dr. Cristina Teresa Lim
July 29, 2022
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 ASYNCHRONOUS
(afternoon session)

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Asynchronous
Activity
Create a Training & Development Plan for the
following situations;

But first please take a look at a simple T&D

Plan Template and use this as basis for the
activity

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T&D Plan Template Sample

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Scenario
Sophia, a Frenchwoman on a three year
assignment in New York, thought work was
going well after receiving a positive
performance review—so much so that she
wanted to extend her stay in the country.

Meanwhile, her boss John had a very different

impression. He thought Sophia wasn’t working
out at all. Although she had boundless energy
and enthusiasm, her work was often sloppy.
He had talked to her about it, but she seemed
oblivious. Unless her performance improved,
he would have to let her go.
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Scenario
You are tasked to create a training
development plan for both Sophia and John
where the end goal is:

For Sophia – to improve her performance and

meet sales quota

For John – to be able to directly communicate

his feedback as intended

Please include secondary goals that would

support the end goal.
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Additional Information
Sophia is a sales representative from France,
and after just one year of working – her
supervisors have put in good word for her and
subsequently she was approved for a position
in the United States of America. The work she
does is the same, just different clientele.

In his previous company, John had been newly

promoted to manager when the opportunity to
move appeared. In this new team, he was to be
Sophia’s direct manager.

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Additional Information
Sophia and her manager might have
understood each other better if they’d known
more about the cultural issues at play.

American managers (John) often highlight the

positives and minimize the criticisms,
softening their negatives in encouraging
language to cushion the blow. By contrast,
French managers tend to gloss over the
positives and provide direct, blunt feedback.

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Guide Procedure:
• Use online resources to look for
appropriate training tools and its
corresponding price estimate.

• Completion date should target 1-year.

• Under Manager Notes (for Sophia, you will

take on the perspective of John; and for
John, you will take on the perspective of
his supervisor) – explain how the needed
training would lead to secondary goals and
the end goal

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