TRAINING & DEVELOPMENT

Lecture # 2

Article  Boston Pizza International  Soft skills for managers  Skills needed for successful store management  Increased retention  Seattle City Light  Retiring workforce  Trainings/Interactions with experienced employees  Apprenticeship programs. Job rotation .

“Perfect the Art of Espresso” .Article  Starbucks  Focus on training  “First Impressions” program. 10-week retail management training course  “Immersion Training”.

Article  US Airways Group  Extensive training for flight attendants and pilots  Simulations  Safe landing of Flight 1549 and its 155 passengers in the Hudson River .

Introduction     Examples discussed illustrate how training can contribute to company’s competitiveness Competitiveness – Company’s ability to maintain and gain market share in an industry Training helped companies gain a competitive edge in the market Training is not a luxury. but a neccessity .

Knowledge. Training .What is Training?      Planned effort by a company to facilitate employees’ learning of job-related competencies Competencies . skills. Training as a way to create intellectual capital High-leverage training – Linked to strategic business goals & objectives Ensures training is effective. and behaviors critical for successful job performance More than basic skill development.

work units. Employees are expected to acquire new skills & knowledge. etc. and share this information Managers actively identify training needs and ensure employees use training in their work .What is Training?     High leverage training practices encourage continuous learning Continuous learning requires employees to understand the entire work system. including the relationships among their jobs. apply them on the job.

but on how it addresses business needs related to behavior change & performance improvement Used to improve employee performance.)     Link training to performance improvement Poorly designed training (training for the sake of training) leads to disasters Training – Evaluated not on the basis of the number of programs offered. which leads to improved business results .What is Training? (Contd.

What is Training? (Contd.)  Greater emphasis on:  Educational opportunities for employees  Performance improvement as an ongoing process rather than a one-time event  Learning as a lifelong event in which all level of employees have ownership  Training being used to help attain strategic business objectives .

Training Design Process Conducting Needs Assessment Ensuring Employees’ Readiness for Training Creating a Learning Environment Selecting Training Method Developing an Evaluation Plan Ensuring Transfer of Learning Monitoring and Evaluating the Program .

Training Design Process (Contd.)   Based on the principles of Instructional System Design (ISD) ISD refers to a process of designing and developing training programs .

Forces Influencing Learning  Economic Cycles  Recession. Operational growth plans  Revisit T&D budgets  Globalization  Global Economy. T&D opportunities for global employees . International markets  Overseas assignments. Downsizing.

Forces Influencing Learning  Workforce Diversity Talent Management Customer Service & Quality Emphasis    New Technology .

Who provides training? Trainers Managers In-house Consultant s Employee Experts Outsource d .

That’s all for today! Any questions? .