Moving from Training to Performance Consulting is being discussed in this chapter of Effective HR. The main objective of this presentation is to know more about training in India. The factors, elements and transitions have been discussed in this presentation created by Welingkar’s Distance Learning Division.
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Approaches to strategic hrm - high-performance management - strategic human ...manumelwin
High-performance management aims to make an impact on the performance of the firm through its people in such areas as productivity, quality, levels of customer service, growth, profits and, ultimately, the delivery of increased shareholder value.
The HR business partner is the most critical, yet frequently ignored role in the move to HR shared services. Much attention is given to new roles created by a shared services model while little attention is given to how the business partner role must change with the new model. This is the third session of a HR Shared Services learning series that ScottMadden presented in conjunction with Shared Services & Outsourcing Network (SSON). In this session, we discussed the important evolution of the business partner role and the skills and competencies needed to effectively support the business.
To learn more, please visit www.scottmadden.com.
Approaches to strategic hrm - high-performance management - strategic human ...manumelwin
High-performance management aims to make an impact on the performance of the firm through its people in such areas as productivity, quality, levels of customer service, growth, profits and, ultimately, the delivery of increased shareholder value.
The HR business partner is the most critical, yet frequently ignored role in the move to HR shared services. Much attention is given to new roles created by a shared services model while little attention is given to how the business partner role must change with the new model. This is the third session of a HR Shared Services learning series that ScottMadden presented in conjunction with Shared Services & Outsourcing Network (SSON). In this session, we discussed the important evolution of the business partner role and the skills and competencies needed to effectively support the business.
To learn more, please visit www.scottmadden.com.
Functions of Training & Development - Manu Melwin Joymanumelwin
New employee orientation is an important part of the hiring process.
It prepares the employees for new roles, and acclimates them to the company.
According to SHRM, employees who go through an orientation process feel more connected to their job.
The focus and length of orientation sessions are often determined by the employees' positions in the company.
While hourly employees may be in orientation for one day, manager-level employee orientation can last up to two weeks.
Organisational Development – An Overview
Organisational Diagnosis, Renewal and Change
OD Interventions
OD Effectiveness
OD is an effort (1) planned (2) organization wide (3)managed from the top (4) increase organization effectiveness and health through (5) planned interventions in the organization’s processes, using behavioral science knowledge.
Human resources
Changing nature of the workplace
Global markets
Accelerated rate of change
better quality of work.
It creates higher job satisfaction
Team work is improved and encouraged
It finds better solution for conflicts
Commitment to objectives
Increases the willingness to change
Absenteeism is reduced.
Turnover is lower
competency mapping is one of the least discussed topic of human resources even though it has its own importance and value in each sector. so here I discussed what exactly competency mapping is and few other aspects of it.
Developing Assessment Development Center.pdfSeta Wicaksana
An assessment center is a tool to evaluate an individual’s suitability for specific job roles.
It includes several exercises like aptitude tests, personality evaluations, virtual assessment center case study simulators, and interviews.
It helps organizations better predict candidate performance and potential for a proposed position.
On the other hand, a development center in HRM is used for organizational initiatives such as training needs identification, high-potential identification, leadership development, and succession planning.
A company’s performance management system either hinders or enhances high performance in an organization. The way in which managers assess individual performance and the role of HR business partners in the year end performance review process says a lot about an organization’s maturity when it comes to creating and sustaining a high performance culture. High performance cultures differentially reward their top performers; but this requires high performance distributions. Arriving at such distributions requires a robust performance rating calibration dialogue among managers. This is where HR business partners can play a major role in both implementing the process but also facilitating the performance calibration meetings to surface the differentiating behaviors and results that distinguishes top performers from everyone else.
A presentation describing HR Business Partnering in terms of its principles, methods and metrics, using Management Consultancy as a benchmark to identify their approaches to adopt within an internal HR team.
Learning is a Contact Sport: Ten Strategies for Boosting Professional Develop...Gus Prestera
This deck comes from my session at the 2015 Training Magazine Conference, where I'll present 10 strategies for boosting professional development. While self-study is an important component of professional, career, and leadership development, the most impactful examples of individual growth and development are found in situations where there is a high degree of interaction between learners and their colleagues.
Functions of Training & Development - Manu Melwin Joymanumelwin
New employee orientation is an important part of the hiring process.
It prepares the employees for new roles, and acclimates them to the company.
According to SHRM, employees who go through an orientation process feel more connected to their job.
The focus and length of orientation sessions are often determined by the employees' positions in the company.
While hourly employees may be in orientation for one day, manager-level employee orientation can last up to two weeks.
Organisational Development – An Overview
Organisational Diagnosis, Renewal and Change
OD Interventions
OD Effectiveness
OD is an effort (1) planned (2) organization wide (3)managed from the top (4) increase organization effectiveness and health through (5) planned interventions in the organization’s processes, using behavioral science knowledge.
Human resources
Changing nature of the workplace
Global markets
Accelerated rate of change
better quality of work.
It creates higher job satisfaction
Team work is improved and encouraged
It finds better solution for conflicts
Commitment to objectives
Increases the willingness to change
Absenteeism is reduced.
Turnover is lower
competency mapping is one of the least discussed topic of human resources even though it has its own importance and value in each sector. so here I discussed what exactly competency mapping is and few other aspects of it.
Developing Assessment Development Center.pdfSeta Wicaksana
An assessment center is a tool to evaluate an individual’s suitability for specific job roles.
It includes several exercises like aptitude tests, personality evaluations, virtual assessment center case study simulators, and interviews.
It helps organizations better predict candidate performance and potential for a proposed position.
On the other hand, a development center in HRM is used for organizational initiatives such as training needs identification, high-potential identification, leadership development, and succession planning.
A company’s performance management system either hinders or enhances high performance in an organization. The way in which managers assess individual performance and the role of HR business partners in the year end performance review process says a lot about an organization’s maturity when it comes to creating and sustaining a high performance culture. High performance cultures differentially reward their top performers; but this requires high performance distributions. Arriving at such distributions requires a robust performance rating calibration dialogue among managers. This is where HR business partners can play a major role in both implementing the process but also facilitating the performance calibration meetings to surface the differentiating behaviors and results that distinguishes top performers from everyone else.
A presentation describing HR Business Partnering in terms of its principles, methods and metrics, using Management Consultancy as a benchmark to identify their approaches to adopt within an internal HR team.
Learning is a Contact Sport: Ten Strategies for Boosting Professional Develop...Gus Prestera
This deck comes from my session at the 2015 Training Magazine Conference, where I'll present 10 strategies for boosting professional development. While self-study is an important component of professional, career, and leadership development, the most impactful examples of individual growth and development are found in situations where there is a high degree of interaction between learners and their colleagues.
For presentation design on powerpoint kindly visit links below and message for more details:
http://pph.me/masroorkhan
https://www.fiverr.com/masroorahmedkha
https://www.guru.com/freelancers/masroor-ahmed-khan
- define change management
- characters of change management
- level of change management
- step to transforming your organization
and effective steps of managing change
- act like a leader, not a manager
- benefit of change management
ppt of change management
This presentation is about the importance of training supervisors to business success. It provides five examples of companies who had varied degrees of success with training depending on how they structured their objectives and C-suite support.
Examining the role of work context, transfer design and transfer motivation on training/training transfer.
What is Transfer of learning?
Why does it matter?
Model of Learning Transfer
Conclusion
#Training & #development aimed at bettering the #job #performance of individuals this is "an educational process which involves the sharpening of #skills , concepts, changing of #ATTITUDE & gaining more knowledge to enhance the #performance of #employees
Welingkar's Online PGDM Program in Supply Chain Mgmt is designed to understand the levels involved in bringing a manufactured product to the right channel.
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WeSchool's Online PGDM Program in Business Administration extensively covers several topics on marketing, investment, functional administration, sales, etc.
Online PGDM Program in Finance Mgmt Descriptionibes the role of Finance Manager, beneficial for professionals interested in a career in finance-related sectors.
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Gain a better understanding of the various industry functions, business trends and industry regulations in the travel and tourism industry to emerge as a powerful team leader.
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In today's increasingly competitive business environment, organizations are engaged in a rat race to retain customers, build up clientele and simultaneously ensure steady growth. Unfortunately, they often get caught in a web of issues which may not be easily controlled and affect performance. Here comes the play of Financial Accounting. Professional accountants have a vital role in commercial success by using their valuable knowledge to provide their organizations/clients a competitive advantage and an accurate picture of their financial position and performance.
British Aerospace Asset Management Case study will tech you how important is asset management for your business. lern from the experts about the Asset management.
Mc donalds Recruitment Case Study will explain you each and every thing about the Recruitment. hiring a right person at your workplace will be one of the best part of your business management. learn how to hire or recruit perfect person in your company with this case study of Mc donalds Recruitment.
More from We Learn - A Continuous Learning Forum from Welingkar's Distance Learning Program. (20)
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
Francesca Gottschalk - How can education support child empowerment.pptxEduSkills OECD
Francesca Gottschalk from the OECD’s Centre for Educational Research and Innovation presents at the Ask an Expert Webinar: How can education support child empowerment?
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
Acetabularia Information For Class 9 .docxvaibhavrinwa19
Acetabularia acetabulum is a single-celled green alga that in its vegetative state is morphologically differentiated into a basal rhizoid and an axially elongated stalk, which bears whorls of branching hairs. The single diploid nucleus resides in the rhizoid.
Embracing GenAI - A Strategic ImperativePeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
1. Welingkar’s Distance Learning Division
Effective HR
CHAPTER-12
Moving from Training to Performance
Consulting
We Learn – A Continuous Learning Forum
3. Introduction
• In the 1990s, many training functions shifted
from a focus on training to one on performance
improvement.
• This shift required some trainers to partner with
line managers for the purpose of improving onthe-job performance in support of business goals.
• For trainers to make this transition, they had to
reallocate their time and become proficient at
conducting performance analyses and
implementing solutions.
4. Introduction
At the same time, training departments were
Redesigning
Clarifying
the process
roles of
that they used performance
when
consultants
supporting
and others in
line
the
managers;
department;
Providing
Developing
tools and
techniques
the skills
required of
required for
performance
those in the
improvement; departments.
and
5. Introduction
• Thoughtful planning and commitment to the
transition enables the performance consultant
and the performance department to be
viewed as a strategic business partner to
management.
• Smart trainers know that they must
continuously be alert to the winds of change
that are blowing within their field of expertise
and the organizations that they support.
6. Introduction
• They are quick to identify:
– The forces that impact their profession;
– The trends initiated by those forces;
– The future state toward which they must
transition; and
– The road to travel to reach that future state.
7. Factors that brought a shift from
training to performance consulting
• Change in business
– The globalization of business generates intense
competition and results in organizations utilizing
their human resources much more effectively to
compete.
– Thus management is more willing to examine
various avenues for unleashing the potential of
the organization’s workforce.
8. Factors that brought a shift from
training to performance consulting
• Dissatisfaction with training
– Several factors drive this growing dissatisfaction.
• First, managements interest in workforce development
results in considerably more financial resources being
expended
• Second, while training costs continue to rise, there has
been little or no discernible improvement in the results
from training.
• Finally, line managers in most organizations see the
training function as an expense rather than added
value.
9. Elements required to shift from a
traditional training approach to a
performance approach
Traditional Approach
Performance Approach
Focuses on the solution that is
implemented; the solution is the end
Focuses on what people need to do; the
solution is a means to an end
Linked to training need
Linked to business need
Event-oriented
Process-oriented
Reactive
Proactive and reactive
Biased to a solution
Bias-free of solutions
Evaluation of solution typically occurs
Evaluation of the performance and
operational
10. Partnership with management
• The most dramatic change associated with the
shift to performance has been the manner in
which trainers - now often called performance
consultants - work with line managers.
• Previously, trainers had operated either as
“experts,” or as “pairs of hands.”
• The “expert” approach resulted in training
functions determining what courses they would
offer, the content of those courses, and how the
courses would be delivered.
11. Partnership with management
• As “pairs of hands,” trainers implemented
requests from management for specific topics
and courses, whether or not training was
really needed.
• Now, however, trainers operate as
performance consultants.
• They initiate and develop relationships with
the key managers within the organization over
a period of time.
12. Partnership with management
• The consultants become knowledgeable about the
“business of the business” and, when interfacing with
management use business language.
• Performance consultants are quick to respond to
requests, and they alert management when training
alone is not appropriate.
13. The transition
• Once that a shift is required and clarify what a
performance approach would then the question
becomes how to make the transition.
• Within the training and field, there are two
parallel, but separate, paths for making the shift:
– individual contributor and
– The other as a performance department.
• Smart trainers know that a shift to performance is
essential if they are to add value to the
organization.
14. The transition
• Although this journey from training to performance
improvement is challenging, it is achievable.
• Many trainers have already made the transition; others
are involved in the process, which requires thoughtful
consideration and a commitment to execute the plan
over time.
• A successful transition, however, enables the
performance consultant to be viewed as a strategic
business partner to management and the performance
department and as a true asset to the entire
organization.
15. The performance consultant as an
individual contributor
• As an individual contributor, the consultant reports
directly to line management and usually operates
independently of a training department.
• Individual performance consultants find themselves
engaged in a variety of activities, ranging from
performance improvement projects to coaching
business unit managers on workplace performance and
issues
• The most successful performance consultants are those
who can sense the organizational dynamics and the
forces impacting the implementation of performance
improvement projects.
16. Transitioning the training department
to a performance focus
• Often, the needs of the organization and the vision of
training leadership call for a transition of the training
function to one of performance improvement.
• This typically occurs when training leadership is
dissatisfied with the manner by which it works with
line management, perhaps working as pairs of hands or
as experts.
• Thus the training department manager, training
director, or corporate university president initiates the
move toward performance improvement.
17. Transitioning the training department
to a performance focus
• Process alignment
– The shift to performance brings about many
changes in the way trainers work.
– Not only are they partnering with line managers,
but they also are conducting different types of
front-end assessments, implementing multiple
solutions, and measuring on-the-job performance
and business results.
18. Transitioning the training department
to a performance focus
• Process alignment
– In many instances, the process model consists of
the following phases:
Partnering
Phase
Assessment
Phase
Implementation
Phase
Measurement
Phase
19. Transitioning the training department
to a performance focus
• Organizational alignment
– Once the process has been identified, the
performance department manager faces the
challenge of organizing the function in a manner that
supports that process.
– No one person should do all phases of the process.
– Most frequently, some consultants are responsible for
the partnership phase and for being the primary
advisor to line management during the other phases
20. Transitioning the training department
to a performance focus
• Performer alignment
– Now that the process has been defined and roles
within the department have been clarified, the
department manager designs jobs that ensure the
process can be implemented effectively and
projects can be managed successfully.
– Intervention specialists within the training
department and other functions have technical
skills that are unique to their areas of expertise.
21. Transitioning the training department
to a performance focus
• Implementation/ Making happen
– Implementation of this process often consists of
the following steps, as outlined below
•
•
•
•
•
Step 1: Getting Started
Step 2: Orchestrating the Transition
Step 3: Building Department Commitment
Step 4: Gaining Senior Management Support
Step 5: Measure Impact