Strategic Human Resource Lecture 12

1. Training
Unrestricted

2. Basic component of Staffing strategy
All other functional HR activities are derived from & flow out of HRP process
Based on future HR requirements in light of present capabilities & capacity
Proactive in anticipating & preparing flexible responses to changing HR needs
Both internal & external focus
GENERAL QUESTIONS PERTAINING TO TRAINING
.
1. How to identify training needs and how to prioritize on individual and company wise basis ?
2. What are different types of training ?
3. What are the new concepts of training ?
4. How do you gauge effectiveness of a training ?
5. How training has evolved into a lucrative business ?
6. What are general and management competencies ?

3. Basic component of Staffing strategy
All other functional HR activities are derived from & flow out of HRP process
Based on future HR requirements in light of present capabilities & capacity
Proactive in anticipating & preparing flexible responses to changing HR needs
Both internal & external focus
TRAINING DRIVERS
.
From Right person for the right job
To Right training for the right person
Training Drivers
Organizational / Business goals and objectives
Desired competency levels
Requirement for qualified human resource.
Identifying gaps in competency requirement based on job profile
Addressing above requirements
Training is now a part of Total Rewards Strategy

4. WHAT IS TRAINING
Training : To develop the abilities and skills of employees to satisfy the current and future needs of the
organization. Activities and programs that help employees to perform their jobs effectively.
Training is now a part of Total Reward package. Its no longer a nice to have.
Development : It represents activities that prepare an employee for future responsibilities.
From ILT / CRT we have evolved to BBT &WBT.

5. DIFFERENT TYPES OF TRAININGS
The Basic Split
Functional / Technical
Soft Skills including Leadership & Management
Mandatory
Legal & Compliance
Accreditation
Info Sec
EHS
New ways to conduct
Behavior Based
Motivational Speakers
Web Based / Electronic
Fun to learn
Coaching and Mentoring
Levels
From Vocational to Directorship
BLUE COLLAR TRAININGS
Vocational Training (Apprenticeship)
On job training
EHS
Fire Fighting
NILAT (National Institute of Labor Administration
Training)

6. TRAINING IS AN INVESTMENT NOT AN EXPENSE !!!
TNA (Training Need Analysis)
Organizational Level
Departmental / Team Level
Individual Level
Developing TNA. BAE.
Other factors influencing TNA
Budgets for training
Pre-planned or interim
Local or International
In house or external
Accreditation required or not
Post Training
Measuring ROI
Measuring Effectiveness

7. SPLIT OF TASKS BETWEEN MANAGER & HR
ROLE OF MANAGER
• Competency gap analysis
• Budget / costs
• Release employee at the time of
training
• Right training for the right employee
• Training as a tool of favoritism /
motivation or as a paid vacation
• Decision
ROLE OF HR
Consultation
Execution support
Agreed in performance appraisal cycle
Training needs not limited to circle of
favorites
Based on objectivities
Governance

8. TRAINING AS A BUSINESS
Training is a lucrative business
International Schools : Harvard , Stanford, London Business School
Local Schools / Institutes : LUMS and IBA. PIMS & PSTD.
NIPA
Signature Programs / Franchises / Tools :
Franklin Covey , Blue Ocean Strategy. MBTI, LEGO & GRID, Kaizen, Six Sigma, PMP Certiication,
SAP Academy
Boot Camps and Team Building Exercises ( Local and International)
Chinese Language and other short term money spinning ventures.
Berlitz
Subject matter experts & Motivational Speakers

9. COMPETENCY MANAGEMENT
The realization of the business strategy requires the right
competencies.
Competency Management is about the identification of success critical
competencies as well as their systematic development.
It is a prerequisite for successful performance of persons and complete
organizations and helps to achieve a sustained competitive advantage.
Leveraging individual and organizational potential

10. .
COMPETENCIES
GENERAL COMPETENCIES
Professional Integrity
Communication / interpersonal skills
Openness and honesty
Planning, organizing & executing
Attitude
Initiative & Effectiveness
Team Work
Problem Solving & Decision making
Assertiveness
Customer needs / Orientation
Time & Stress Management
LEADERSHIP COMPETENCIES
Business Orientation
Strategic Innovation Orientation
Customer Orientation
Change Management
Collaboration & Influencing
Intercultural Sensitivity
Leadership
Team Development
Value Orientation
Entrepreneurship
Delegation
Financial Acumen