1. Training And Development
A Competitive Work Force
Fatemeh Hashemi

2. Training And Development
A Competitive Work Force
The key to hiring good candidates is not always wages. But
Today training is as important as salary. If you don't pay
good wages, the best candidates will not even consider
working for you. But Training is a great benefit that is
often overlooked by employers.
Different way of improving in work force by training:
1) Improving the competences of the work force which
create a competitive advantages .
2) Contribution to organizational success, for example
providing shared experience by the aim of prompted
understanding among employees
3) Development importunately can help employee develop
their own proposal competitive advantages

3. Importance Of Training And
Developing Strategic
1-Improving recruitment and
retention
2-Improving competitiveness
3-Implementing new technology
4-Improving customer services

4. Training And Development Within
An Integrated “HRM “System
The activity of Training, Developing and Socialization
employees are so closely related to HRM.
That might be impossible to put an obvious distinction
between them but we can say Development Practices
improve performance by required knowledge of a
competitive work force.
Training focus on knowledge and skills which require
before being placed in job.
Socialization teaches employees about the organization
history, culture, and management practice . new
employees learn how thing are done in the new
environment or in any procedures manual.

5. Other HR Activities

6. Legal Compliance
For some job in some industries, federal
regulation require employers to provide
training .for example the Occupational
Safety and Health Administration(OSHA)
the Food and Drug Administration
(FDA)are some example that enforce
training requirements, in some other
industry like finantional service and real
estate , employee must be certified to
hold particular job.

7. Evaluating Training
And Development
 Possible measures of T&D
IS included in two categories:
1) short term effects 2)long
term consequence , In general,
employers seeks for long term
consequences to evaluate more
effectiveness, however, they
assess only short term effects.

8. Manager Analyzing
The training manager must analyze as much
information as possible about :
• Organization and its goals and objectives.
• Jobs and related tasks that need to be learned.
• Competencies and skills that are need to
perform the job.
• Individuals who are to be trained.

9. Organizational Need
Analysis
Analysis about the organization needs covers
in three area:
1) Short term strategy
2) Long term strategy
3) Strategic business of objectives of the
company
This analysis should produce a clear statement
of the goals to promote the company by
training activities.

10. Demographic Needs
Analysis
Demographic needs analysis determine the
training needs of specific population of
workers. It is useful to understand whether
all employee are given equal access to
growth developmental challenge to promote
skill development on the job methods.

11. Creating The Right
Conditions
The successful development in training
depends on right conditions. We have five
essential components which are written below
can ensure that the right conditions are in
suitable place:
• Insight
• Motivation
• New skills and knowledge
• A Real world practice
• Accountability

12. Skills
With the declining availability of skilled industrial
workers, along with lack of industry support by
educational and private concerns, it is getting tougher
to locate and hire skilled industrial workers. Rather
than fight this battle, it is far better to develop
employees that you currently have and promote from
within your own company. Many skilled employees
will be leaving for retirement within the next 10 years.
A succession plan should be developed to train
personnel as others retire or leave the work force.
To survive the current and future employee climate, an
ongoing training program and hiring strategy must be
developed to reduce future industry cost.

13. Decide Who Provide
When we start training and development
activities it is important to provide required
guidance .
As an example:
• Supervisors and Other Managers. On-the-job
training
• Coo workers. Paired-training, coaching
• Experts. Subject matter experts
• Employee. Computer-based, self-paced
instruction

14. Training For Effective
Out come
For training effective outcome three
important Objectives are useful to
learn:
1) Motivation
2) Attitudes
3) Values

15. How We Can Maximize
Learning?
Setting the several Stages for Learning ,also Increasing Learning
during Training is disgusted in four important points:
1) Active participation
Better performance through involvement
2) Mastery
Promotes self-efficacy beliefs about task-specific abilities
Segment, sequence and shape learning of tasks
Set proximal goals to increase mastery perceptions
3) Feedback
Specific, timely, diagnostic, practical feedback
4) Practice
Provide opportunities for practice of new behaviors to make them
consistent and permanent

16. Team Training And
Development
Team training and development are
divided in three process
•Training to develop team cohesiveness
•Training in team procedures
•Training to develop work team leaders

17. Cross Cultural Training
To prepare people from several cultures to
work together we need “Diversity training
”and To prepare a person for living in
another culture Training for expatriates and
families should be in the focus of our
attention.
A planned intervention designed to increase
the knowledge and skills of expatriates to
live and work effectively and achieve
general life satisfaction in an unfamiliar
host culture is Cross Cultural Training.