Towards building a

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Towards building a

  1. 1. Training & Development Towards Building a Learning Organisation
  2. 2. Its All About Playing An …. Integrative and Transformational Role.
  3. 3. Training & Development defined Training Current Jobs Development Future JobsObjectives• Improving Organisation Performance• Enhance Knowledge & Skill levels
  4. 4. Training & DevelopmentDirect link to business strategy Cost or Investment?
  5. 5. Training Investment Leaders @ 3.2% of Payroll Motorola –1% of annual sales HP – 5% of annual revenue
  6. 6. Focus Areas• Leadership Development• Customer Awareness• Employee involvement /Motivation• Innovation• Process improvement• Change management.• Cross cultural awareness
  7. 7. Who is responsible?
  8. 8. Training…A Process Pre-Training Training Post Training ‘Training to be effective must be a continuous process’
  9. 9. The Process Flow….Training Need Identification Validate Training A,B,C(BTNI, MPDP) Needs Analysis Identify & Classify Understand Training Coverage
  10. 10. The Process Flow….contd… Select theTrainer, Discuss Expectations from Pre-Training Methodology Participants material Post Training Deliver Feedback Training Activity
  11. 11. Pre-training Phase To determine the relevance of training to the employee’s job To ascertain training will make a difference To link improved job performance to Organizational goals
  12. 12. Training Delivery…Task• Design an Induction Training Program for new entrants• What are the 3areas you would suggest are mandatory coverage• Objective – Familiarization to the organization• Duration?
  13. 13. Training Techniques• Informational Presentation• Simulation Method –Case Studies/Role Plays/Games/In-basket exercise• On the job training• Sensitivity Training• Multimedia Training/E-Learning• Assessment Centers/Development Centers• 360 Degree feedback/Multi-rater process
  14. 14. Measuring Training Effectiveness –ROI ofTraining ROI is a comparison of benefits to cost expressed as a percentage of the original investment.It is a way of finding if the training met its goals to an extent that justified its cost• Link to business imperatives: Net sales per employee, Gross profit per employee• Clearly set objectives & continuous monitoring
  15. 15. Post Training –Kirk PatrickModel 2 3 4 5 1 Training Workplace Reaction & Learning Behavior & Results
  16. 16. Post Training –Kirkpatrick Model Percentage of Courses Evaluated at Each Percentage of Courses Evaluated at Each of Kirkpatrick’s Four Levels of Kirkpatrick’s Four Levels 100% 94% 94% 100% 80% 80% 60% 60% 40% 34% 34% 40% 20% 13% 13% 20% 3% 3% 0% 0% Level 1 Level 1 Level 2 Level 2 Level 3 Level 3 Level 4 Level 4 Source: “Restructuring: Results From the 1996 Benchmarking Forum” (ASTD, 1996) Source: “Restructuring: Results From the 1996 Benchmarking Forum” (ASTD, 1996) ASTD -- The Top Ten Trends ASTD The Top Ten Trends Copyright © 1996 ASTD Copyright © 1996 ASTD
  17. 17. Training Trends….
  18. 18. Training Trends…. Trend 5 A dvances in technology will A dvances in technology will revolutionize the w ay training is revolutionize the w ay training is delivered. delivered. ASTD -- The Top Ten Trends ASTD The Top Ten Trends Copyright © 1996 ASTD Copyright © 1996 ASTD
  19. 19. Training Trends…. Training Time By Delivery System Training Time By Delivery System 7% 7% 70% Traditional Classroom Traditional Classroom 70% Other Self-paced Other Self-paced 7% 7% Traditional CBT Traditional CBT AT/Interactive Classroom AT/Interactive Classroom Interactive/multimedia CBT Interactive/multimedia CBT 5% 5% Televised distance learning Televised distance learning Other alternative Other alternative 4% 4% delivery systems delivery systems 3% 3% Internet/network Internet/network 2% 2% distance learning distance learning 2% 2% EPSS EPSS 1% 1% Source: “Restructuring: Results From the 1996 Benchmarking Forum” (ASTD, 1996) Source: “Restructuring: Results From the 1996 Benchmarking Forum” (ASTD, 1996) ASTD --The Top Ten Trends ASTD The Top Ten Trends Copyright © 1996 ASTD Copyright © 1996 ASTD
  20. 20. Training Trends…. T rend 6 T raining departm ents w ill find T raining departm ents w ill find new w ay s to deliver services. new w ay s to deliver services. A STD -- T he Top Ten T rends A STD T he Top Ten T rends C opyright © 1996 A ST D C opyright © 1996 A ST D
  21. 21. Training Trends…. Competencies For The Future Competencies For The Future Industry or corporation awareness Industry or corporation awareness Leadership skills Leadership skills Interpersonal-relationship skills Interpersonal-relationship skills Technological literacy Technological literacy Problem-solving skills Problem-solving skills continued .. .. .. continuedASTD -- The Top Ten TrendsASTD The Top Ten Trends Copyright © 1996 ASTD Copyright © 1996 ASTD
  22. 22. Training Trends…. C om petencies For T he Future C om petencies For T he Future O rganization understanding O rganization understanding C ontracting skills C ontracting skills B uy-in and advocacy skills B uy-in and advocacy skills C oping skills C oping skills A bility to see the big picture A bility to see the big picture SS ource:AST D M odels for H um an Perform ance Im provem en t: Ro les, Com petencies, and O utputs (AS TD , ,1996) ource: AST D M odels for H um an Perform ance Im provem en t: Ro les, Com petencies, and O utputs (AS TD 1996)A STD -- The Top Ten TrendsA STD The Top Ten Trends C opyright © 1996 A STD C opyright © 1996 A STD
  23. 23. Training Trends…. Trend 7 Training professionals will focus Training professionals will focus more on interventions in more on interventions in performance improvement. performance improvement.ASTD -- The Top Ten TrendsASTD The Top Ten Trends Copyright © 1996 ASTD Copyright © 1996 ASTD
  24. 24. Training Trends.. T ren d 9 C om panies w ill transform into C om panies w ill transform into learning organizations. learning organizations.A ST D -- T he T op T en T rendsA ST D T he T op T en T rends C opyright © 1996 A ST D C opyright © 1996 A ST D
  25. 25. Towards being a Learning Organisation S o m e C h a ra c te ris tic s o ff L e a rn in g S o m e C h a ra c te ris tic s o L e a rn in g O rg a n iz a tio n s O rg a n iz a tio n s b e lie ff th a tt s y s te m s th in k in g is fu n d a m e n ta ll b e lie th a s y s te m s th in k in g is fu n d a m e n ta c lim a te th a tt e n c o u ra g e s ,, re w a rd s ,, a n d c lim a te th a e n c o u ra g e s re w a rd s a n d e n h a n c e s in d iv id u a ll a n d c o lle c tiv e le a rn in g e n h a n c e s in d iv id u a a n d c o lle c tiv e le a rn in g s u rp ris e s ,, m is ta k e s ,, a n d fa ilu re s v ie w e d a s s u rp ris e s m is ta k e s a n d fa ilu re s v ie w e d a s le a rn in g o p p o rtu n itie s le a rn in g o p p o rtu n itie s w id e ly a v a ila b le a c c e s s to in fo rm a tio n a n d w id e ly a v a ila b le a c c e s s to in fo rm a tio n a n d re s o u rc e s re s o u rc e s c o n tin u e d .. .. .. c o n tin u e d A S T D -- T h ee T o p T een T rreen d ss ASTD Th Top T n T nd C o p yyrig h tt © 1 9 9 6 A S T D C o p rig h © 1 9 9 6 A S T D
  26. 26. Towards being a Learning Organisation S o m e C h aracteristics o ff L earn in g S o m e C h aracteristics o L earn in g O rg an izatio n s O rg an izatio n s d esire fo rr co n tin u ou s im p ro v e m en tt an d d esire fo co n tin u ou s im p ro v e m en an d reso u rces reso u rces learn in g in tegrated w ith w o rk learn in g in tegrated w ith w o rk o p p o rtu n ities fo rr o pen d ialo g u e an d in qu iry o p p o rtu n ities fo o pen d ialo g u e an d in qu iry A S T D -- T h ee T o p T een T re n d ss A S T D T h T o p T n T re n d C o p yrig h tt © 1 9 9 6 A S T D C o p yrig h © 1 9 9 6 A S T D
  27. 27. Towards being a Learning Organisation Actions to Support and Create a Actions to Support and Create a Learning Organization Learning Organization Prom ote people who Prom ote people who Create forum s to Create forum s to Reward flexibility, Reward flexibility, dem onstrate dem onstrate share learnings & share learnings & new initiatives and new initiatives and capacity to learn capacity to learn best practices best practices risk taking risk taking Change performance Change performance Enable people to take Enable people to take appraisals to assess appraisals to assess responsibility for their own responsibility for their own learning activities and learning activities and learning budgets and learning budgets and outcom es outcom es opportunities opportunities ASTD -- The Top Ten Trends ASTD The Top Ten Trends Copyright © 1996 ASTD Copyright © 1996 ASTD
  28. 28. T rend 10 O rg a n iz a tio n a ll e m p h a s is o n O rg a n iz a tio n a e m p h a s is o n h u m a n p e rfo rm a n c e m a n a g e m e n tt h u m a n p e rfo rm a n c e m a n a g e m e n w ill a c c e le ra te .. w ill a c c e le ra teA S T D -- T h ee T o p T een T re n d ssA S T D T h T o p T n T re n d C o p yyrig h tt © 1 9 9 6 A S T D C o p rig h © 1 9 9 6 A S T D
  29. 29. Winning Organisations must move from being just Learning Organinsation to being a Teaching Organisation…. Leadership Engine, Noel Tichy

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