This document discusses training and development in three paragraphs: 1) It outlines the importance of identifying learner needs through a training needs analysis to determine existing and required capabilities. Data should be gathered from documentation, surveys, competence frameworks and performance analysis. 2) A learning and talent development strategy should be influenced by business strategy, operational factors, and a human capital approach. The strategy also needs to be regularly updated. 3) Training must be translated into tangible results for the business. Companies should move away from traditional classroom styles and provide bite-sized, mobile-friendly learning modules. Line managers play a key role in supporting learning but are often not effective in this role.

1. Training and Development
Asfiya Ahmed (13243) Nastran Khalid (13053)
Sidra Ansar (13623) Shahzeen Parvez (12723)
Training and Development
CBM Institute of Business Management
Karachi BBA Class Training And Development
Spring Semester 2014

2. The Best Approach to Training
Training and Development
•the focus
must be on
identifying
what a
learner
needs to
know

3. Preparing Training Needs Analysis
• Levels of TNA
• The RAM approach
• Capability Analysis
• RelevanceR
• AlignmentA
• MeasurementM
Existing
capabilities
Capabilities
to be learned
Required
capabilities
Knowledge Skills Attitude
Training and Development

4. Gathering data on training needs
Documentation
(JA, JD, JS,
Business Plans etc)
Surveys &
Interviews
Existing
Competence
framework
Performance
Analysis
TNA
Training and Development

5. Learning and Talent Development Strategy
•Business Strategy
•Operational and Cultural factors
•Human Capital approach
•Keeping Strategy updated
•Investors in people (IiP)
Training and Development
Influences on learning and training development

6. Role of Line Manager in LTD
• More than 90% of respondents believe that
line managers are ‘important’ or ‘very
important’ in supporting learning and
development in their organizations.
• Only 12% feel that line managers take learning
and development very seriously, while a fifth
think they don’t take it seriously enough.
• Forty-four per cent report that line managers
are not very effective in relation to learning and
development.
Training and Development

7. Trends in Learning and Talent Development
Training and Development

8. TRANSLATING THE LEARNING STRATEGY INTO ACTION
•Setting learning and development priorities
•Performance management and appraisal
•Resources for learning and talent
development
What kind of learning processes?
•Evaluation
•Innovation
•Fairness and equality
Training and Development

9. How to Translate Training into Results
At the time of
downturn,
learning and
development
budgets are the
first to be cut
this is due to lack
of clear
connection
between training
and results.
Training and Development

10. • The company has
tossed out the old-
school, classroom-style
of teaching.
• Once a quarter, the
company tosses a larger
training at the staff,
called SalesPro, which
takes a deep dive into
one particular strategic
issue, like display
advertising or the
mobile business.
• Google breaks the
information into bite-
sized chunks lasting no
more than seven
minutes each, so agents
can download and
peruse them at their
desks, on their
commutes, even on
their cell phones while
watching Little League
or waiting in line at
airport security
Training and Development

11. Training and Development
Talent Management Model

12. Training and Development
Talent Management Best Practice
Examples and Foundations

13. Training and Development
Factors That Influence Talent
Strategy Implementation

14. Training and Development
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