Training & Development (Chapter 1 Slides).pptx

training

1. Chapter 1 The Training and Development Process Augmented with additional slides and graphics BY Professor Nada Habib Copyright © 2019 by Nelson Education Ltd. 1-

2. Managing Performance through Training and Development Adapted by Alan Saks University of Toronto Copyright © 2019 by Nelson Education Ltd. 1-

3. Learning Outcomes After reading this chapter, you should be able to: Explain the differences between performance management (PM), training and development (T&D) and how they are related Discuss the role of training and development in the performance management process Explain how training and development benefits organizations, employees, and society Copyright © 2019 by Nelson Education Ltd. 1-

4. Learning Outcomes Explain why some organizations invest more than others in training and development Discuss the context of training and development and the relationships between the different factors Explain the instructional systems design (ISD) model of training and development and its implications for the training and development process Copyright © 2019 by Nelson Education Ltd. 1-

5. Training is…. Training is formal and planned efforts that allow employees to acquire knowledge, skills, and abilities (KSAs) to improve performance in their current job (short-term ) focus. Copyright © 2019 by Nelson Education Ltd. 1-

6. Development is….. Development is formal and planned efforts to help employees acquire KSAs required to perform future job responsibilities , i.e., career goals and organizational objectives ( longer-term focus ) Copyright © 2019 by Nelson Education Ltd. 1-

7. Training Training is a process of learning a sequence of programmed behavior. In all training there is some education and, in all education, there is some training. And the training and education cannot be separated from development. 训练是学习一系列程序化行为的过程。 培训与教育互补并与发展不可分。 Training is application of knowledge. It attempt to improve employee’s performance on the current job or prepare them for an intended job. Training is the corner stone of sound management, for it makes employees more effective and productive. It is an integral part of the whole management programmed. Copyright © 2019 by Nelson Education Ltd. 1-

8. Development Development implies opportunities created to help employees grow. It is more of long-term or futuristic in nature as opposed to training, which focus on the current job. It also is not limited to the job avenues in the current organisation but may focus on other development aspects also. Video: https://www.youtube.com/watch?v=qBQqR_DBwlo Copyright © 2019 by Nelson Education Ltd. 1-

9. Why Training and Development? Training and development (T&D) is important to employees, organizations, and customers/clients Many serious incidents are caused by a lack of training , which costs lives and money Employee Retention Company Culture Copyright © 2019 by Nelson Education Ltd. 1-

10. Benefits of T & D Copyright © 2019 by Nelson Education Ltd. 1-

11. Performance Management Performance management is the process of establishing performance goals and designing interventions and programs to motivate and develop employees to improve their performance Copyright © 2019 by Nelson Education Ltd. 1-

12. The Performance Management ( PM) Process PM involves activities and programs to develop employees and improve performance Establishing or reestablishing performance goals and expectations —performance goals should be SMART Monitoring employee performance and providing feedback Performance evaluation with consequences Employee development plans are critical Copyright © 2019 by Nelson Education Ltd. 1-

13. SMART GOALS What is a smart goal framework? Using the SMART goal framework sets boundaries and defines the steps you’ll need to take, resources necessary to get there and milestones that indicate progress along the way. With SMART goals, you’re more likely to achieve your goal efficiently and effectively. 1-

14. What is Performance Management? Copyright © 2019 by Nelson Education Ltd. 1-

15. The Performance Management Process Copyright © 2019 by Nelson Education Ltd. 1-

16. Training and Development The primary objective of training and development is to develop and maximize an organization’s human capital. Training and development can also facilitate the development of social capital . 3 benefits To organizations To employees To society 1- Definition What Is Social Capital? The term social capital refers to a positive product of human interaction. The positive outcome may be tangible or intangible and may include favors, useful information, innovative ideas, and future opportunities. Social capital is not held by an individual, but instead appears in the potential between social network connections between individuals. https://www.investopedia.com/terms/s/socialcapital.asp

17. T&D Benefits — Organizations Strategy: training employees to have knowledge and skills to help achieve organizational goals and objectives Effectiveness: increases competitive advantage. Employee recruitment, engagement, and retention: attracts, engages, and helps keep top talent Copyright © 2019 by Nelson Education Ltd. 1-

18. T&D Benefits — Employees Copyright © 2019 by Nelson Education Ltd. 1-

19. T&D Benefits — Society Educated and employed population Health and safety Economy and standard of living Examples: Health and Safety Literacy Numeracy Investments Retirement Wellness Copyright © 2019 by Nelson Education Ltd. 1-

20. T&D in Canada Just over half of workers (56%) have access to employer-sponsored training; 44% have no access Part-time, temporary workers and those less educated and older are less likely to receive training; as well as those employed in small- and medium-sized organizations Less than half (47%) of Canadian organizations provide training to their employees Copyright © 2019 by Nelson Education Ltd. 1- Research Tip Enhanced training for Canadians through provincial and territorial programming To support Canadian workers to develop new skills and find good jobs, the 2020 Fall Economic Statement provided an investment of $1.5 billion in the Workforce Development Agreements (WDAs) with provinces and territories. Additional Read: https://ca.indeed.com/career-advice/career-development/employee-training-and-development

21. T&D in Canada Canadian organizations have underinvested in T&D but latest findings indicate a positive and progressive trend A steady and gradual increase in direct investments in T&D: ($889 per employee in 2017 compared with $800 in 2015) Average number of hours of training: (32 hours per employee in 2017 compared with 31 in 2015) Canadian organizations continue to invest less than organizations in the U.S. but the gap has narrowed Copyright © 2019 by Nelson Education Ltd. 1- https://ca.indeed.com/career-advice/career-development/how-to-train-employees-more-effectively https://www.canada.ca/en/services/jobs/training/initiatives.html Do some research in your area of curiosity and add them here.

22. T&D: Investment or Expense? Organizations that DO invest: View training as an investment Expect direct benefits and an ROI See T&D as strategic and a driver of success Some invest heavily; 1 in 5 spend more than 3 percent of payroll in training 3% What can be done to increase training investments in Canadian organizations? Copyright © 2019 by Nelson Education Ltd. 1- https://www.linkedin.com/pulse/top-companies-2022-25-best-workplaces-grow-your-career-canada-/ Accessed Jan. 8/23_EP SEE WHERE YOU MIGHT WANT TO WORK https://www.canada.ca/en/services/jobs/training/initiatives/skills-success/tools/building.html Accessed Jan. 8,2023_EP

23. Copyright © 2019 by Nelson Education Ltd.

24. T&D Context Copyright © 2019 by Nelson Education Ltd. 1-

25. T&D Context Environmental context Global competition Technology Labour market Environmental change 1- Global competition has forced organizations to improve their productivity and the quality of their goods and services. These improvements require employees to learn new skills. Current Research 50% of all employees will need reskilling by 2025, as adoption of technology increases, according the World Economic Forum's Future of Jobs Report. Critical thinking and problem-solving top the list of skills employers believe will grow in prominence in the next five years. What are the 3 key skill sets for the Workers of 2030? The 3 key skill sets for the workers of 2030 The age of automation will bring about a fundamental shift in the skills required for people to enter the workforce. By 2030 there will be huge demand for higher cognitive skills such as creativity, critical thinking and decision making. https://www.pwc.com/gx/en/services/people-organisation/workforce-of-the-future/workforce-of-the-future-the-competing-forces-shaping-2030-pwc.pdf

26. T&D Context Organizational context Strategy Strategic human resource management (SHRM) Strategic training and development (ST&D) Structure Culture Strategy: organizations with a greater alignment between HR (including T&D) and their strategies have superior performance; strategic T&D refers to the alignment of an organization’s training needs and programs with an organization's strategy and objectives Structure: organizations are becoming increasingly flatter with fewer layers of management; tasks once considered managerial tasks are now performed by employees, which necessitates the need for training Culture: shared beliefs and values determine the norms within an organization and expected behaviours; often communicated through training programs Copyright © 2019 by Nelson Education Ltd. 1-

27. Human resources system HR planning Job analysis Compensation Recruitment Selection Performance appraisal Health and safety Labour relations Copyright © 2019 by Nelson Education Ltd. 1- HR systems and functions influence T&D HR practices should be linked to business strategy and to one another The entire system should be linked and aligned

28. Training and Development Context ** The Human Resources system Strategic HR management involves linkages to business strategy and to one another to achieve organization’s strategy These practices form an integrated HR system known as a high-performance work system (HPWS) Copyright © 2019 by Nelson Education Ltd. 1-

29. HPWS is an integrated system of human resources practices and policies Incl udes recruitment and selection procedures, performance management incentives, compensation, a commitment to employee involvement, and T&D programs Copyright © 2019 by Nelson Education Ltd. 1- What are HR policies and practices? Employees are required to be informed about these policies and procedures and their legal implications to ensure smooth operations in an organization. HR policies and practices provide employees with the right tools, guides and resources on how to manage employee and employment matters in an organization.

30. T&D Structure How do I create a training and development structure? Depends on Individual Institutions . Depends on a variety of factors, such as your business and training goals, employee performance, IT capabilities and human resources staff expertise. Conduct an assessment to determine your organization's training needs Copyright © 2019 by Nelson Education Ltd. 1- Creature a structure of Learning

31. HR Culture & why it is important Every organizational culture is different. An HR department that empowers workplace culture will drive organizational excellence and success. By playing its role as a culture champion, change agent, and business advocate , HR can shape processes, increase employee contribution, and enrich an organization’s value. Copyright © 2019 by Nelson Education Ltd. 1- CREATING A CULTURE OF LEARNING IN YOUR ORGANIZATION https://elearningindustry.com/ways-creating-learning-culture

32. What are instructional design models? Instructional design models exist to provide guidelines and frameworks , so  designers can build their training programs . An instructional design model is based on pedagogical (teaching) scenarios . Their purpose is to help instructors achieve training goals , so trainees can acquire knowledge and then retain it . Copyright © 2019 by Nelson Education Ltd. 1- There are more than 25 instructional design methodologies.  The most common ones include: ADDIE Dick and Carey Assure The Kirkpatrick Model Gerlach-Ely Model TPACK and more

33. https://onlinedegrees.sandiego.edu/addie-model-instructional-design/ Additional Models that are useful: https://onlinedegrees.sandiego.edu/instructional-design-models/

34. Designing with the-end-in-mind

35. DESIGNING INSTRUCTION This Photo by Unknown Author is licensed under CC BY

36. Instructional Systems Design Model Rational and scientific model of T&D process consists of 3 major overlapping steps that starts with performance gap or problem: Training needs analysis Training design and delivery Training evaluation Copyright © 2019 by Nelson Education Ltd. 1-

37. Training Design and Delivery Instructional Systems Design Model ** Copyright © 2019 by Nelson Education Ltd. 1-

38. ACTIVITY In groups of 5/6 Your group has been selected by the HR Manager to discuss and develop a training session for a group of 11 employees who have recently brought into the manufacturing department. Discuss and draw a little schematic on the board with the process your group might engage in with some specific steps to bring back to the manager. Brainstorm, assign group roles, present. 7/10 mins. There is no wrong answer Copyright © 2019 by Nelson Education Ltd. 1-

39. Summary Introduced the T&D process and importance T&D plays in organizations and performance management Explained the benefits of T&D for organizations, employees, and society Examined how T&D is embedded in environmental and organizational context and is part of the human resources system Copyright © 2019 by Nelson Education Ltd. 1-

40. Summary Discussed the state of training and development in Canada and challenges faced related to skill development and productivity Illustrated that for training effectiveness it should be aligned with the organization’s business strategies and other HR practices, and be a part of an HPWS Introduced the instructional systems design (ISD) model Copyright © 2019 by Nelson Education Ltd. 1-

41. Key Terms ADDIE Development High-performance work system (HPWS) Human capital Instructional systems design (ISD) model Organizational culture Performance management Skills mismatch SMART goals Social capital Strategic human resource management (SHRM) Strategic training and development (ST&D) Strategy Training Training bond Work engagement Work-integrated learning Copyright © 2019 by Nelson Education Ltd. 1-