Company strategies for providing development Issues in Training & Development

Strategies for providing development

 Involving only top-level executives, senior managers and employees having high potential.  Involving all employees

Effective Development strategies

Individualization Learner Control

Ongoing support

Example

Booz Allen Hamilton, consulting company

Development framework involves: Development roles Performance expectations Development needs Development road map

E-Learning and Employee Development IBMs Basic Blue for Managers Learning model includes Management Quick Views Interactive learning modules and simulations Collaborative Learning Learning Labs

Issues in Training and Development

Failing to provide required training Incurring employee injury during a training activity. Incurring breach of confidentiality or defamation Reproducing and using copyrighted material in training classes without permission Excluding women, minorities, and older Americans from training programs

Cont.

 Not ensuring equal treatment while in training  Requiring employees to attend training programs they find offensive  Not accommodating trainees with disabilities  Incorrectly reporting training as an expense or failing to report training

Cross-Cultural Preparation: CrossCross-cultural preparation involves educating employees and their families who are to be sent to a foreign country (i.e., expatriates) To successfully conduct business in the global market place, employees must understand the business practices and the cultural norms of different countries Managing work force diversity: Managing diversity requires the company to develop employees so that they are comfortable working with others from a wide variety of ethnic, racial, and religious backgrounds

chool-to-Work Transition: School-toSchool-to-work transition programs combine classroom experiences with work experiences to prepare students for employment School-toSchool-to-Work Opportunities Act encourages partnerships between educational institutions, employers, and labor unions Every school-to-work system required to include workbased learning, school-based learning, and activities that match students with employers

Trainings Role in Welfare-to-Work Programs There are two methods for training welfare recipients: The first model involves government agencies referring welfare recipients to a company-sponsored training program subsidized with money and tax credits from the government The second method is for state and local governments to provide life and skills training directly to welfare recipients

Internal Issues
Joint Union-Management Programs: Provide a wide range of services designed to help employees learn skills that are directly related to their job Develop skills that are portable i.e., valuable to employers in other companies or industries Both employers and unions contribute money to run the programs and both oversee their operation

The Succession Planning Process: 1. 2. 3. 4. 5. 6. 1. Identify what positions are included in the plan Identify the employees who are included in the plan Develop standards to evaluate positions Determine how employee potential will be measured Develop the succession planning review Link the succession planning system to other human resource systems Determine what feedback is provided to employee

Training and Pay Systems Training is increasingly linked to employees compensation skill-based pay systems knowledge-based pay systems Employees pay is based primarily on the knowledge and skills they possess rather than the knowledge or skills necessary to perform the current job