Trainig and development
- 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.
- 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.