Learning & Development - HRM Sat.pptx

Learning &
Development
HRM
Arab Academy

HRM-Arab Academy-Dr.Amany Shehata
Schedule &
Ratings
2
Mid Term
Paper
(30 points)
Final Exam
(40 points)
Group
Presentation
(20 points)
Personal
Contribution
(10 points)
Learning activities
Schedule From 9:00 am – 12:00pm
21/05/22 lecture 30/07/22 lecture
04/06/22 lecture 06/8/22 Lecture / Pres 2
18/06/22 lecture 13/08/22 Lecture/Pres 2
02/07/22 lecture/Pres 1 27/08/ 22 Lecture
16/07/22 lecture/Mid term paper 17/09/22 Lecture
24/09/22 Final Exam/Revision
23/07/22 lecture

Sessions
1. HRM Introduction
2. Recruitment & Selection
3. Performance Management
&Talent Management
4. Organizational structure,
Development & Career Planning
(Growth) Learning &
Development
5. Rewards & Evaluation
(2 Sessions)
6. Culture & Engagement
7. Industrial Relation-
Administration & Operations (Shared
services) – HR Analytics & Managing
Data analysis
3

Learning & Development
1- Introduction
2-Importance
3- Types of learning & development
4- Strategies of learning & development
5- Methods of learning & development
6- Advantages & disadvantages
Agenda

What is learning
and development?
 Learning and development is a systematic process to enhance an
employee’s skills, knowledge, and competency, resulting in better
performance in a work setting. Specifically, learning is concerned with the
acquisition of knowledge, skills, and attitudes. Development is the
broadening and deepening of knowledge in line with one’s development
goals.
 The goal of learning and development is to develop or change the
behavior of individuals or groups for the better, sharing knowledge and
insights that enable them to do their work better, or cultivate attitudes that
help them perform better (Lievens, 2011).
 Learning, training, and development are often used interchangeably.
However, there are subtle differences between these concepts, which are
shown in the table below.
5

Essentials to
L&D
The strategic role of L&D
One of L&D’s primary responsibilities is to manage the development of
people—and to do so in a way that supports other key business priorities.
L&D’s strategic role spans five areas
6
1. Constant Upskilling of the Workforce
Human capital’s value goes obsolete if their knowledge & skills are not
updated from time to time.
2. Attracting & Retaining the Cream
Gone are the days when people used to stick to one organization for
lifetime. In today’s time, candidates see L&D opportunity as a prospect for
enhancing their future employability
3. Developing Leaders of the Future
The L&D function needs to ensure continuous investment is being made
into developing people capabilities.
4. Strengthening the Brand Name
A company’s brand is its biggest asset as it tells a lot about the company’s
reputation, success, industry-position, and financial prowess.The firm’s
L&D function can help establish it as an ’employer of choice’.

 What is Learning & development
Learning and development is a systematic process to enhance an
employee’s skills, knowledge, and competency, resulting in better
performance in a work setting.
 Why we need development
Assets in each company which contains of machinery and equipment
need always maintenance and upgrades, without upgrade the tools,
machinery and the equipment the firm will not follow the technology and
it can’t grownup and of course it will vanish sooner or later.
Employees development is important same as tools development or more
important in some areas or departments. if the firm keep develop in the
machinery only, they will not find who will use it in the proper way, so the
firm will lose their investment.
Introduction

Introduction The good firms which think about their employee and invest in them
periodically and encourage them to develop themselves also because
the firm will gain that and can go forward specially the technology
changes are faster than our expectation.
 Who is responsible for employees development
One of the important role for HR to follow up employees learning and
development and make regular course and training also encourage
them to go forward for their personal development.

Importance of
learning and
development in
workplace

Importanceof
learningand
development
in workplace

Importance of
learning and
development
in workplace
 Improve workers performance:
A properly trained employees becomes more informed about
procedures of various tasks. This confidence come from the feel
that employees are fully aware of their roles & responsibilities.
 Creating future leaders:
Offering training and courses to your staff means they can
nurture their natural abilities and curate their career progression
in the organization. By helping your staff to upskill in areas that
will help the business you’ll be able to create staff who can fill
the roles you need filling rather than outsourcing or recruiting.

Importance of
learning and
development
in workplace
 Increase Productivity:
Through training the employees acquire all the knowledge and skills
needed in their day-to-day tasks so they can perform at a faster rate
with efficiency thus increasing overall productivity of the company.
They also gain new tactics of overcoming challenges when they face
them
Reduce cost & wastage:
When employees are trained, they will learn to make good, safe and
economical use of the company's materials, tools and equipment.
Accidents and equipment damage will be minimized, and this will
keep waste low.
There will be no wastage in resources which may cause extra
expenses

Importance of
learning and
development in
workplace
 Reduction of supervision:
The moment they gain necessary skills & knowledge, employee will
become more confident. They will be self-reliant and require only
little guidance as they perform their tasks. The supervisor can then
depend on the employee decision this relives supervisors the
burden of constantly having to give directives on what should be
done.
 Increase employee innovation:
Ongoing training and up skilling of the workforce can encourage
creativity. New ideas can be formed as a direct result of training
and development.

Importance of
learning and
development
in workplace
 Increase employee engagement:
By offering regular employee development and training
programs the staff will feel challenged and valued resulting
in stronger company loyalty and increased productivity. It
also will help employees feel like the company is investing
in them.

The L&D
function in
transition
 Over the years, we have identified and field-tested nine
dimensions that contribute to a strong L&D function.
15

Types of Learning &
Development

L & D Process
17

Phase 1.
Analysis of
training
needs
 The first step is an analysis of the starting situations and prior
knowledge to identify training needs. We don’t want employees to
learn for the sake of learning.

Phase 1.
Analysis of
training needs
Identifying the
learning goal
 In other words, learning is a means to an end – it has a goal.
Analyzing where the organization wants to go and what skills are
missing to go there.
This happens in three parts:
I. Organizational analysis.
II. Function, task, or competency analysis.
III. Personal analysis.

Phase 2.
Specification
of learning
objectives
 Needs need to be translated into learning objectives. These
objectives serve as the starting point for the design of the
training’s content and method.
 training objective consists of three elements:
1. The ability to realize specific objectives.
2. The conditions required for effective behavior.
3. A specific and measurable training goal.

Phase 3.
Design of the
training
material and
method
 In this phase, the teaching material and learning method are
determined. This is where the choices about the training material,
teaching method, and learning activities are made. This is often
done together with an external trainer or training provider, and
ideally also with involvement from the trainee.

Phase 4.
Monitoring
and
evaluation
 The last phase of the learning process is monitoring and
evaluation. In this phase, the learning objectives are evaluated and
learning effectiveness is assessed. A very useful model for
evaluating learning effectiveness is Bloom’s taxonomy.

Methods of
Learning &
Development

Methods of
Learning and
Development
 Employee Development Methods:
 Employees and employers have various ways to go about putting
employee skills development into practice.
 Training: This method includes developing employee skills through a
combination of lectures, hands-on-exercises, videos, podcasts,
simulations, and individual/group-based assignments.
 Task/job rotations: Employees could volunteer to rotate roles with
colleagues on a shift/team, to put some of those new skills into
practice.
 Mentoring: This method involves senior leaders/management taking
junior staff under their wing to help develop important skills that the
mentored individual might lack

Methods of
Learning and
Development
 Workshops/Committees/Working-Groups: These are methods that
give employees an opportunity to interact with peers/colleagues
from within and external to the organization. The benefit here is
rich access to similar colleagues (internal) and dissimilar colleagues
(external).
 Simulations: These are becoming very popular due to both how
engaging and effective they have become. In its simplest form, a
simulation could be role-playing a customer service interaction.
 Self-study: This can be accomplished through different methods:
reading/researching, taking classes, etc. outside of work hours. The
subject doesn't always relate to the skills that an organization needs,
but rather something new that they believe will improve their
performance.

Methods of
Learning and
Development
 Learning and Training methods:
 Traditional Training Methods: Traditional approaches to training still offer
several benefits and are commonly found in many companies today.
 Classroom-Based Training Programs: Usually led by a qualified facilitator,
classroom learning takes place over one or more days in a physical venue on- or
off-site. Groups of employees go through a series of presentation slides and
activities, like case study assessments or information on company policy issues.
 Interactive Training: One of the most effective training methods in the
workplace, interactive training actively involves learners in their own learning
experience. This training can take the form of simulations, scenarios, role plays,
quizzes, or games.
 On-The-Job Training: With on-the-job training, not only are employees
actively involved in learning, but they also participate in real activities that
relate to their current or future job. This is one of the most effective training
methods for succession planning.

Methods of
Learning and
Development
 Modern Training Methods: In the modern workplace that consists of
remote employees and diverse cultures, training methods for employees
have changed. So, how do we approach learning in such a complex
workplace? The answer lies in two words: ‘social’ and ‘online’.
 Social Learning: Social learning is commonly defined as learning from
others by observing, imitating, and modeling their behavior. Social
learning can be a very intentional workplace training method, too.
 Online Training: eLearning, or online training, has become one of the
most widely recognized solutions to the challenge of how to train
employees effectively. Online workplace training programs can include
eLearning courses, webinars, videos, etc., and allow information to be
presented and tested in many ways.

Advantages and
Disadvantages
ofStaffTraining

Advantages
of Staff
Training
 1. Stay ahead of competitors:
Also, employee monitoring and evaluation hold an important
part in the success of the organizations.
 2. Keep up with industry changes:
In order to be parallel with all industries and not left behind,
staff training is necessary.
 3. An opportunity to learn:
When staff training is provided in the development path, the
employees would have the interest to learn, implement the new
strategies learned.

Advantages
of Staff
Training
 4. Group effort:
Staff training not only trains the staff but also helps them
understand about working with a team with complete efforts.
With such training group efforts are achieved.
 5. Systematic usage of skills:
The main benefit of a training program in an organization is that
it helps to lessen the learning time so that a level of
performance is reached. The employees can learn from training
methods instead of following others or by trial and error
method.

Advantages
of Staff
Training
 6. New inventory skills are developed:
An organization may be in need of new skills for its operation
and may face hindrance with employment. Training can be
beneficial in picking out the perfect fit and eradicating defects if
present in the recruitment process.
 7. Group effort:
Trains the staff but also helps them understand about working
with a team with complete efforts. With such training group
efforts are achieved.

Advantages
of Staff
Training
 8. Handles customers well:
Who know the techniques to handle the customer in the right
manner. In this way, the business is run in a better manner
where customer inquiries, sales, and a lot more are handled
effectively.

Disadvantages
of Staff
Training
 1. Waste of time and money:
There is surely a waste of valuable resources, as the organization
needs to spend money, time, and hire other people for training.
 2. Increased stress:
In order to keep the staffs up to date with the latest trends and
knowledgeable in their specific area, training staffs for more number
of hours can make them stressed.

Disadvantages
of Staff
Training
 3. Leave for the new job:
When an employee is trained and updated with all the latest
knowledge and skills. They are prepared and ready to jump to
another organization that offers good perks and salaries.
 4. Time requirements:
The other main important disadvantages of employee training are
that there may not be enough time for staff training with the daily
hectic schedule.

The Model
35

L & D
Effectiveness
Why Measure Training Effectiveness?
 Statistics prove that companies across the globe invest heavily in employee training and
development. According to Training Industry magazine, employee training and education spends in
the United States alone are growing incrementally by 14% every year. In addition to enhancing
knowledge and skills, measuring training effectiveness has proven to be an important tool to boost
employee engagement and retention. Results and measurements of past training also act as critical
indicators while planning future workshops.
 Organizations should ensure that employees can demonstrate a positive impact of training through
improved productivity and overall skill development. With the growing focus on continual learning
and development, businesses are keen on identifying reliable metrics and methods to measure the
training effectiveness and the ROI of such employee training initiatives. After all, you would not want
to deliver training that does not provide expected results.
Evaluating Training Effectiveness
 Post-training quizzes, one-to-one discussions, employee surveys, participant case studies, and
official certification exams are some ways to measure training effectiveness. The more data you
collect on measurable outcomes, the easier it will be to quantify your company’s return on
investment. Before training begins, it is helpful to plan what factors you will be measuring and how
you will collect these data. Fortunately, some proven methodologies for measuring training
effectiveness already exist.
36

How to Measure
Learning
Effectiveness
37
Concept Description
Learning
The acquisition of knowledge, skills, or attitudes
through experience, study, or teaching.Training,
development, and education all involve learning.
Training
Training is aimed at teaching immediately
applicable knowledge, skills, and attitudes to be
used in a specific job.Training may focus on
delivering better performance in the current role
or to overcome future changes.
Development
Development is aimed at the long term. It
revolves around the broadening or deepening of
knowledge.This has to fit within one’s personal
development goals and the (future) goals of the
organization. Development usually happens
voluntarily.
Education
Education is a more formal way to broaden one’s
knowledge. Education is often non-specific and
applicable for a long time and is especially
relevant when a person has little experience in a
certain area.
In the next section, we’ll dive into how learning & development can be leveraged in an organization.

Learning and
development
strategies
38

Learning and
development
strategies
 According to Dave Ulrich, the most important thing HR can give an employer is a company
that wins in the marketplace.
 The question is, what are the learning and development strategies that help to do this?
 The model starts with the organizational starting situation and prior knowledge based on which
learning goals and objectives are defined.
 This information is used as input for the subject matter, teaching methods, and learning
methods and activities. These lead to a certain result, which is monitored and evaluated.
Based on this evaluation, the goals and objectives are updated.
 Based on this model, we identify four phases required to create an effective learning and
development process.
1. An analysis of training needs (starting situation)
2. Specification of learning objectives
3. Design of training content and method
4. Monitoring and evaluation
39

L & D
Corporate Joke
40

L&D Metrics
41
Measure What Matters
Success in learning can only be achieved if a company fully commits to learning and development programs—and
aligns these programs with their business objectives. This can only be done if the right metrics are tracked.
According to a Speexx white paper on success in learning, too many learning professionals focus on completion
rates instead of business impact. Completing a program is obviously important, but true business impact should be
the ultimate goal – and this is where the need for needs assessment comes into play. We also found that only 28%
of learning professionals consider metrics indicating employee or customer satisfaction when evaluating programs,
only 20% look at employee performance, and a mere 8% consider employee retention rates. Put simply, that’s not
enough. In order to measure success accurately, these are the kinds of metrics that should be studied far more
closely.

Conclusion
42

Learning & Development - HRM Sat.pptx

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