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EMERGING TRENDS of Training and Development

Trends That Will Affect Training


1.
2. 3. 4.

The use of new technologies for training delivery will increase Demand for training for virtual work arrangements will rise Emphasis on capture and storage and use of intellectual capital will increase Companies will rely on learning management systems, integration with business processes, and real-time learning

Trends That Will Affect Training Contd.


5.
6. 7.

Training will focus on business needs and performance Training departments will develop partnerships and will outsource Training and development will be viewed more from a change model perspective

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

New Technologies for Training Delivery Contd.


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

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 asset because of:
software such as Lotus Notes and intranets growing emphasis on creating a learning organization

Trainers and the training department likely will: manage knowledge coordinate organizational learning

Learning Management Systems


Used to automate the administration of online

learning systems Can help companies:


reduce travel costs related to training reduce time for program completion increase employees accessibility to training across the

business provide administrative capabilities to track program completion and course enrollments

Learning Management Systems Contd.


Important for human capital management
Human capital management integrates training

with the human resource function to determine:


how training dollars are spent, and how that expense relates to business dollars for the

company

Accomplished through a software system that

integrates all human resource management activities with each other

How should an LMS be developed?


1.

Senior management needs to be convinced that an LMS will


benefit employees improve business functions contribute to overall business strategy and goals

2. 3.

The company must have an e-learning culture that supports online learning and encourages employee participation The online learning environment needs to be under the control of the learner

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)

Business Needs and Performance Contd..


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

Training and Development from a Change Model Perspective


For new training or development practices to be

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

Training and Development from a Change Model Perspective Contd


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

Training and Development from a Change Model Perspective Contd


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

Change Management Steps


4. Using Training To Explain New Tasks 1. Overcoming Resistance To Change

3. Shaping Political Dynamics

2. Managing The Transition

Change Interventions
Survey Feedback

Process Consultation

Group Interventions

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