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Application: Training and Development HRIS.pptx
- 1. Training and Development: Issuesand HRIS Applications
- 2. Key terms ofT&D Knowledge is created by a firm’s knowledge assets, that is, its human Capital which has long been recognized as one of the key sources of competitive advantage Human Capital Training refers to the planned acquisition of the knowledge, skills, and abilities (KSA) to carry out a specific task or job in a vocational setting Training Learning is defined as the process of assimilating new knowledge and skills in consequence of experience or practice that will bring about relatively permanent changes in behavior Learning Development in an organizational context ensures that employees possess the KSA required to fulfill future roles in the organization Development
- 3. Organizational learning isby no means a new concept. Argyris and Schon suggested a three-level model of organizational learning: Three-level model Single-loop Double-loop Triple-loop
- 4. The Fifth Discipline Personal mastery Systems thinking Sharedvisions Mental models Team learning One of the most influential proponents of the learning organization is Peter Senge. In his book The Fifth Discipline, he puts forward five interrelated disciplines that an organization should cultivate among its employees to engender learning and success
- 5. The system modelof T&D Identify T&D needs Design T&D solutions Implement T&D solutions Evaluate T&D effectiveness • KSA gap • Prioritizing objectives • Wide array of T&D methods • Choosing most appropriate one • How? • By whom? • When? • Cyclical evaluation process • Appropriate matrix must be used
- 6. Identifying T&D Needs Functionsof TNA Identify gap between existing and desired KSA Integration of employee T&D activities with the business need Assess the validity of initiatives Assist in prioritizing T&D objectives Determine the actual training needs
- 7. Levels of The Training Needs OrganizationalLevel Job Level Personal Level
- 8. Developing Training &Development for HRIS Application Implementation Training Needs Analysis (TNA) is the process in which the company identifies training and development needs of its employees so that they can do their job effectively. T & D Initiatives Objectives Methods Learning Event is considered successful if it is leads to transfer of learning , noticeable and permanent change in behavior in the trainees. Content Method Media
- 9. Kolb’s Learning Cycle Concrete Experience Reflective Observation Abstract Conceptualization Active Experimentation Honey and Mumford Activist Reflector Theorist Pragmatist Visual Aural Read/Write Kinesthetic Fleming and Mills Developing Training & Development for HRIS Application Implementation Different Learning Style According to Different Person
- 10. Developing Training &Development for HRIS Application Implementation Off-the-job training It is relatively inexpensive and while off-the-job methods may provide greater exposure to expert knowledge, they may also be more time consuming and may not encourage knowledge transfer. Simulation Role Play Case study Business games Workshop On-the-job training It usually involve peer observation and can be informal, structured or unstructured although successful learning outcomes are more likely to occur in a structured rather than an unstructured environment. Observation Mentoring Coaching Job rotation Apprenticeship Self – directed learning
- 11. E-learning Definition E-Learning is anumbrella term broadly refers to any learning facilitated using electronic means
- 12. Advantages and Disadvantages ofE- learning Advantages Cost Advantages Improves computer skills High degree of learner control Interactive and easy feedback Consistent content etc. Disadvantages Basic computer skills necessary Not suitable for certain content Privacy concerns Technical difficulties impede access etc.
- 13. Shortcomings of E- learning Technicaldifficulties Limited socialization opportunities The need effective time management skill Lack of human touch Lack of face to face interaction
- 14. • Lack ofNecessary Expertise System • Less Focus on Cost Savings • Application Strategy not aligning with Needs Analysis • Underutilization and Dissatisfaction Implementation Issues Implementation Stage Design Stage
- 15. Implementing T & D a.Method b. Module c. Training Design a. Materials b. Guidelines c. Budgets a. Period b. Duration c. Placement a. Mentor b. Supervisor c. Transfer of Learning Schem e Resource s Timelin e Facilitator Implementation Plan
- 16. Training Transfer Various classification oftraining transfer • NEAR VERSUS FAR • SOECIFIC VERSUS GENERAL • POSITIVE VERSUS NEGATIVE • LATERAL VERSUS VERTICAL
- 17. Variables of Training Transfer 1. Trainee characteristics 3.Work environment 5. Generalizations and maintenance 2.Training design 4. Learning and retention
- 18. Training metrics andcost-benefit analysis Critical factors in HR development evaluation • Occurs within a complex, dynamic, and variable environment. • Evaluation is essentially a political activity. • Ought to be purposeful, planned, and systematic. Evaluating Training success (Kirkpatrick’s evaluation taxonomy) Reaction, Satisfaction Learning and application Implementa tion Business Impact ROI Intangibles
- 19. Training metrics andcost-benefit analysis • Cost of T&D projects • Annual savings • Monetary benefit of T&D projects • Cost of T&D projects • Cost of T&D projects • Monetary benefit of T&D projects • Monetary benefit of T&D projects • Cost of T&D projects Benefit cost ratio (BCR) Cost benefit ratio (CBR) Payback period Return on Investment (ROI) Sadler-Smith (2006)
- 20. Training metrics andcost-benefit analysis Steps for converting soft and hard data into monetary values on ROI methods Focus on single unit Determine value for each unit Calculate performance change (attributable to training) Obtain annual monetary value of change Determine the annual value (change value times unit value)
- 21. HRIS Application intraining • It must be meaningful and appropriate • It must be used effectively • It must be presented in a user-friendly manner and must be easy to use Useful HRIS information should possess three key characteristics:
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- 23. Beckers and Bsat’s decisionsupport system classification 4. ES 3. GDSS 1. MIS 5. AI 2. DSS
- 24. HRIS T&D Applications: Implementation Issues Aligne-learning strategy with T&D strategy Create corporate culture Assess HRIS T&D projects based on their suitability .Carefully plan HRIS T&D projects Involve line managers and employees in HRIS T&D projects
- 25. HRIS T&D Applications: ImplementationIssues . . . Match HRIS T&D applications and e-learning initiatives Establish a suitable evaluation strategy Promote the benefits and create a sense of urgency Reward employees for their use of e-learning. Ensure that e-learning and T&D systems
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