Transcript Training and Development

Managing Performance
through Training and
Development, 5e
PowerPoint Presentation prepared by
Tracey Starrett, M. Ed, CHRP
School of Human Resources Management
York University
© 2010 by Nelson Education Ltd.
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Chapter One
The Training and
Development Process
© 2010 by Nelson Education Ltd.
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Learning Outcomes
 Understand the meaning of performance management,
training, development, and human resources development
 Describe the organization, employee, and societal benefits of
T&D
 Discuss the current state of T&D in Canada
 Understand the environmental and organizational context of
T&D
© 2010 by Nelson Education Ltd.
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Training and
Development
 Situations on a daily basis require us or someone
else to demonstrate effective performance
 Significance of these situations varies from minor to
extremely critical
 Effective performance often comes from some form
of education, learning, training, or development
 Look at the link between effective performance and
individual and organizational effectiveness
© 2010 by Nelson Education Ltd.
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The Terms
Performance management is:
 The process of establishing performance expectations
with employees
 Designing interventions and programs to improve
performance
 Monitoring success of interventions and programs
© 2010 by Nelson Education Ltd.
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The Terms
Performance Management
Monitor
Success
Establish
Expectations
Design
Interventions
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The Terms
One set of interventions includes:
 Training: acquisition of KSAs to improve
performance in one’s current job
 Development: acquisition of KSAs required to
perform future job responsibilities and in the longterm achievement of individual career goals and
organizational objectives
© 2010 by Nelson Education Ltd.
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The Terms
 Human Resources Development: Systematic
and planned activities that are designed by an
organization to provide employees with an
opportunity to learn necessary skills to meet
current and future job demands
© 2010 by Nelson Education Ltd.
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The Benefits of T&D
A. Organizational
benefits:
 Organizational strategy
 Increase organizational
effectiveness
 Employee recruitment
and retention
© 2010 by Nelson Education Ltd.
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The Benefits of T&D
B. Employee Benefits
 Intrinsic
• Greater knowledge & skills, higher selfefficacy, feel more useful, have more positive
attitudes towards their job and organization
 Extrinsic
• Higher earnings, more marketable, greater
job security, and enhanced promotion
prospects
© 2010 by Nelson Education Ltd.
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The Benefits of T&D
C. Societal Benefits
 Educated population:
helps to create educated
and skilled workforce
 Standard of living:
dependant on productivity
and productivity growth
© 2010 by Nelson Education Ltd.
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The Benefits of T&D
Employee Benefits
Organization Benefits
Societal Benefits
© 2010 by Nelson Education Ltd.
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Investment or
Expense?
 Canada ranks 20th out of 60 countries in ranking
of employee training as a priority
 Viewed as cost or expense results in
limited/required training
 Viewed as investment is part of organization’s
strategy
 One in five companies invests more than 3% of
payroll in training
 Scotiabank = $47m, BMO = $1800/employee
© 2010 by Nelson Education Ltd.
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Context of Training &
Development
© 2010 by Nelson Education Ltd.
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Context of Training &
Development
A. Environmental context
1.
2.
3.
4.
5.
6.
7.
8.
Laws
Global competition
Technology
Demographics
Labour market
Economy
Change
Social climate
© 2010 by Nelson Education Ltd.
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Context of Training &
Development
B. Organizational context
1.
2.
3.
4.
5.
6.
Goals
Values
Strategy
Structure
Culture
Leadership
© 2010 by Nelson Education Ltd.
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Context of Training &
Development
C. Human Resources Management System
 All functional areas of HR work together to
create an HR system
 Driven by organizational strategy and SHRM
 Is what constitutes a High Performance Work
System (HPWS)
 Lead to a Strategic Model of Training and
Development
© 2010 by Nelson Education Ltd.
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Instructional Systems
Design Model
Rational and scientific model of T&D
process consisting of 3 major steps:
1. Training needs analysis
2. Training design and delivery
3. Training evaluation
• Starts with performance gap or itch (problem)
• The ISD model is the basis for rest of the
course
© 2010 by Nelson Education Ltd.
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Summary
 Introduction to the training and development
processes
 T &D plays important role in effectiveness and
competitiveness of organizations
 Is an investment in human capital, with dividends for
the individual, the organization, and society at large
 The state of training in Canada is discussed with
added emphasis on the Quebec Training Law and
its effectiveness since its inception
© 2010 by Nelson Education Ltd.
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