There’s no question that the focus of HR/Training and Business leaders differs operationally – that’s why they have different jobs! But to drive effectiveness, it is imperative to understand the view from the other side. There is much to be said for alignment between the two groups in identifying talent acquisition and development. As a top strategic business challenges HR/Training needs to connect with the Business Leaders through: Being Strategic Developing Strong Working Relationships and Setting Clear Human Capital Development Targets Keeping an Eye on Operations
Jason PHD - Truth and Reconciliation commission creates a learning opportunity that breaks down spirals of oppression.
The training strategy that needs to support the optimization of the human resource capital in the organization. It is essential that the training strategy is aligned to the organization's strategy and enables its vision to be realized.
Identify the training needs in terms of the strategic plan, personal development plans and focus on comprehensive interviews or focus groups Establish development gaps, present and future and set organizational training objectives, Create a training action plan, which must ensure that the necessary systems are in place, access resources, source or design training and position the training. Deliver, co-ordinate, monitor and evaluate the training by assessment and verification, and Revise training and/or training plan.
By definition, training and development refers to the process to obtain or transfer knowledge , skills and abilities needed to carry out a specific activity or task. The benefits of training and development, for both the employer and employee are, in fact, much broader. To meet current and future business demands, training and development encompasses a wide range of learning actions, from training for tasks and knowledge sharing to improved customer service and career development, thus expanding individual, group and organizational effectiveness.
Current business challenges such as cost cutting, rapid growth, increased competition, and entering emerging markets all have talent dimensions. Success requires strategic talent management within your organization and practiced as a partnership by HR/Training professionals and business leaders. The value proposition, purpose and the principles relevant for your organization in their HRD Strategy will be to: attract and retain, develop and manage quality employees maintain flexibility in balancing work and family commitments meet diverse client needs be accepting of change give value for money within a cost recovery environment and within budgetary constraints be an effective and efficient organization foster and be committed to two way communication
Strategic positioning of training and development directly promotes organizational business goals and objectives. Key business challenges require that companies thoughtfully evaluate their market position and determine the talent , skills and knowledge to be successful. And let’s be honest, in reality it is to make MONEY!!!!!
How do we create return on investment if the attitude is “this is not how we do it here”? Then when it goes wrong training is the fists that gets blamed. Often this is due to the miss match between HR and OPS. Risk to company if Skills Development is not implemented with an ethical approach and a long term view. Provider (internal or external) must be compliant and be held accountable by stakeholders. If this does not happen the consequence most of the time is felt by the individual and not the participating organizations. Drop offs – financial rick is not always calculated Internal vs External development – why them not us? Why him/her and not me (succession planning and IDP’s)
Project Plan – project rollout R&R timelines and clear guidelines Create stakeholder buy-in to avoid previous slide consequences , Why, Big Picture, Risks Capacitating – do they have the tools? Business needs to be ready – is the basics there, is the department prepped, is contracting sorted, does induction exist? Individual performance outputs will not reflect experience and immediate results directly after training. How do we coach to close the gap after training? Get the balance right – tough/soft vs. realistic expectations Internal vs. External Provision ask the right questions, understand what they are required to do, project plan , comm strategy. You do what you need to do to operational their business and allow the training team to do what they need to do – but always measure milestones
Our next sessions will be on: The role of the SDF and the looming ATR/WSP submissions To BBBEE or not to BBBEE? That is the question.
Preparing your business for skills development omni hr consulting
Training and Development and Dignity Jason le Grange PHDTruth and Reconciliation commission creates a learning opportunity that breaks down spirals of oppression.
Training, Development and Human Rights The South African Story
The South African Constitution• 29. Education• Everyone has the right – to a basic education, including adult basic education; and – to further education, which the state, through reasonable measures, must make progressively available and accessible.
South African Qualifications Authority•Act passed end 1995•Combines education and training•Allows learners to transport qualifications•Improves quality of education•Make provision for various bodies and processes•“To ensure the development & implementation of theNQF which contributes to the full development of each learner & to social & economic development of the nation at large”
Objectives of the NQF• Integrated national learning framework• Facilitate access to and mobility between levels and institutions• Enhance quality• Redress past inequalities and discrimination• Foster lifelong learning – for individual and social and economic development
What does DIGNITY mean • Lifelong learning• Respect of family and friends• Wages and salaries which benefit families and communitiesAnd all of this is accessed through learning
Implementation in principle Strategic T & D Plan Vision Objectives and Action Plans Organisation T & D Infrastructure T&D Influences and Systems Options Organisation HR Management Leadership Design & Structure Performance Management Development Business Process Talent Management Professional Improvement Succession Management DevelopmentChange Management Career Pathing Skills Development Equity & Diversity Service Provider Team BuildingOrganisation Values Management Team Development Resource Management Executive Coaching Databases, like e-learning Mentoring Train-the-trainer Competency Requirements Skills Profiling
SAL SKILLS DEVELOPMENT LANDSCAPE… Outcomes-E based, US aligned, NQF principles of portability, Accessibility, RPL, RelevanceS& Business Need Business Learning Learning Go To Quality In Client Case Framework Material Market AssuranceMA FG Pilot Establishing Conceptual LG Review VersionR R&D Viability & Collaborative E media Product Launch Updates & Trends, Commerciality Learning Outcomes Catalogue Integration Media, Control Assessment Tools ROIK concepts, best practice DeliveryETI LEARNING STRATEGY … experiential, constructivist,N unconscious competence to reflexive competence through provision of awareness, skills and knowledge, as well as practiceG and integration