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Trends in Training and development

By: GROUP 8

Overview

Introduction • The training and development (T&D) sector will be shaped in the year ahead by some current trends. • “Employees today know more about T&D’s role in their careers and are savvier about tapping into opportunities from their companies and also external sources.” .

Emphasis on capture and storage and use of intellectual capital will increase 4. Demand for training for virtual work arrangements will rise 3. The use of new technologies for training delivery will increase 2. Training will focus on business needs and performance .Future Trends That Will Affect Training 1.

Training departments will develop partnerships and will outsource 6. Training and development will be viewed more from a change model perspective .Future Trends That Will Affect Training 5.

New Technologies for Training Delivery • Cost of these new technologies will decrease • Companies can use technology to better prepare employees to service customers and generate new business • Training costs will be substantially reduced through use of new technologies .1.

Continue… • Technologies allow trainers to build into training many of the desirable features of a learning environment • Technology will allow training to be delivered to contingent. decentralized employees in a timely. effective manner .

2.Virtual Work Arrangements • Virtual work arrangements: – Work that is conducted in a remote location – Employee has limited contact with peers – Employee able to communicate electronically • Two training challenges: – Companies have to invest in training delivery methods that facilitate digital collaboration – Teams and employees must be provided the tools they need for finding knowledge .

Intellectual Capital • Companies will increasingly seek ways to turn employees’ knowledge (intellectual capital) into a shared company growing emphasis on creating a learning organization • Trainers and the training department likely will: – manage knowledge – coordinate organizational learning .3.

Business Needs and Performance • Training departments will have to ensure that they are seen as helping the business functions to meet their needs • Requires a shift from training as the solution to business problems to a performance analysis approach – Involves identifying performance gaps or deficiencies and examining training as one possible solution for the business units (the customers) .4.

Continue… • Two ways that training departments will need to be involved are: (1) focusing on interventions related to performance improvement (2) providing support for high-performance work systems • Training departments’ responsibilities will include a greater focus on systems that employees can use for information on an as-needed basis .

5. Partnerships and Outsourcing • Companies are turning to external suppliers for their training services because: – downsizing has caused reductions in training staffs – employees are needing to learn specialized new knowledge – demand for training services is fluctuating • External suppliers can be used as partners or as sole providers of training services .

Continue… • Outsourcing – the reliance on external suppliers to provide training services • Application service provider (ASP) – a company that rents out access to software for a specific application – Major benefit is that company resources are not used to purchase or maintain an internal network or intranet .

change is not easy • Resistance to new training and development practices is likely • Training and development should be viewed from a change model perspective .A Change Model Perspective • For new training or development practices to be successfully implemented. upper management. and employees • For managers and employees. they must first be accepted by managers.

Continue… • The process of change is based on the interaction among four components of the organization: – Task – Employees – Formal organization arrangements – Informal organization • Different types of change-related problems occur depending on the organizational component that is influenced by the change .

Continue… • Four change-related problems need to be considered for any new training practice: – Resistance to change – Control – Power – Task redefinition .

A Change Model Power Imbalance Informal Organization Task Redefinition Challenges Formal Organizational Arrangements Individual Components of the organization Change-related problems Task Loss of Control Resistance to Change .

Methods to Determine Whether Change is Necessary • Viewing training from a systems perspective means that companies and trainers need to understand both internal and external environments • They need to understand the effectiveness and efficiency of current training practices • They need to be aware of other companies’ practices to ensure that their training practices are the best possible .

Methods to Determine Whether Change is Necessary • Benchmarking provides information about other companies’ practices • Trainers need to take several things into account when benchmarking: – Information about internal processes must be gathered to serve as a comparison for best practices – The purpose of benchmarking and the practice to be benchmarked must be clearly identified – Upper-level management needs to be committed to it – Quantitative and qualitative data should be collected .

Methods to Determine Whether Change is Necessary: Process Reengineering (1 of 3) • Process reengineering provides information about the effectiveness and efficiency of training systems within the company • Trainers need to understand their current training practices and processes and evaluate them to determine what should be changed • Reengineering is critical to ensuring that the benefits of new training and development programs can be realized .

Methods to Determine Whether Change is Necessary: Process Reengineering (2 of 3) • Reengineering is important when trying to: – Deliver training using new technology – Streamline administrative processes and improve the services the training department offers – Review the training department functions – Review a specific training program or development program practice .

Methods to Determine Whether Change is Necessary: Process Reengineering (3 of 3) Reengineering involves four steps: – Identify the process to be reengineered – Understand the process – Redesign the process – Implement the new process .

The Reengineering Process Identify the Process to Be Reengineered Understand the Process Redesign the Process Implement the New Process Feedback .