What should you do to align the company’s strategy and training?
Identify the behaviours the company will need to execute its strategy, and from that deduce which competencies employees will need.
Then put in place the training goals and programs to instil these competences
Which are the steps of the training and development process?
- analyse the training need
- Set the learning objectives
- Develop the training
- Implement the training
- Evaluate the training’s effectiveness
What should we do for analysing the training need?
The performance analysis is required, to see if there is performance efficiency and determine if training is the solution (can’t do and won’t do problems)
ADDIE
- analyse
- design
- develop
- implement
- evaluate
What does the part of designing the training plan mean?
- the training objectives (setting)
- creating detailed training outline (steps start to finish)
- the delivery methods (lecture or web)
- program evaluation (verifying program with management)
How should the objectives be?
They should specify in measurable terms what the trainee should be able to do after the training program.
What does the part of program development mean?
Choosing the specific content the program will present and choosing the instructional methods (on the job, off the job, web, lecture…)
What are the different training methods?
- on the job
- off the job
- near the job (temporary tasks)
- along the job
- out of the job
- into the job
What is succession planning?
Developing workforce plans for company’s top positions (it involves management development)
It identifies,asses and develops organisational leadership to enhance performance
Use COACHING
Why is on the job training important?and the advantages
- it means having the person learn a job by doing
- in some companies is the only type available
- despite digital, most training is interpersonal
- employers can facilitate informal learning
- less days absent
- better knowledge transfer than off-the-job seminars
What can you measure to evaluate whether a training program has been successful or not?
REACTION: trainee’s reaction to program (like, worthwhile)
LEARNING: test to know if they know principles,skills, facts…
BEHAVIOUR: ask if trainee’s on-the-job behaviour changed because of training program
RESULTS: what company results did we achieve compared to the training objectives we had set.
