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Training & Development

Issues & HRIS Application

–  Jaspreet (20)

Manas (25)

Preetam (34)

Shakti (45)

Snigdha (48)

Sonali (50)

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AGENDA

INTRODUCTION……………………………………………………Sonali

TRAINING METRICS AND COST BENFIT ANALYSIS….Manas

  HRIS APPLICATION IN

TRAINING…………………………………………………………….Preetam

LMS……………………………………………………………………..Snigdha

HRIS LEARNING APPLICATIONHRIS T&D APPLICATIONS -

IMPLEMENTATION ISSUES……………………………………Jaspreet

SUMMARY……………………………………………………………Shakti

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Training metrics and cost benefitanalysis

• Cost – direct, indirect

• Benefit –time taken, intangible

• Different models

• Balance score card

• ROI

•Critical factors for evaluation

•Evaluation happens in complex, dynamic, variable environment

•Political activity

•Purpose full , planned , systematic

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Conversion in to monetary value

1. Reaction , satisfaction, planned action2. Learning and application

.4. Business impact

5. ROI

6. Intangibles

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Uses of HRIS

Information on the monetary benefits of T&D

 

Reduce the no of complaints

Compare the data collected on the cost of T&D

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Determining appropriate training metrics that may be

employed to perform any meaningful CBA.

Creating an elementary T&D system by using a

spreadsheet or database desktop application.

Finally the choice of a system is contingent on the

T&D needs of an organization,its budget,and its ICT

capabilities.

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HRIS Applications in Training Traditional Training software were used for training

administration purposes.

Current demands of training applications in terms of compatibility with existing systems, analytical functionality an

accessibility to meet business needs.

 Primary demand – Furnishing usable information to keydecision makers to achieve both administrative & strategic

demands

Useful HRIS information should possess three characteristics:

It must be presented in a user friendly manner

It must be meaningful and appropriate

It must be used effectively in decision making process to support an

organization's overall business strategy

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Elementary HRIS training database are easily set up

us ng commerc a or open-source es op so warewhich can be used to collect, store & analyze training

related HR information.

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This spreadsheet can be imported into most training

applications.

So man or anizations create bes oke databases which are

more efficient in data collection & analysis .

These databases allows users to run queries.

The amount of data collection & the level of analysis that a

spreadsheet application permits are limited.

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Data Element Subcategory 1 Subcategory 2

Employee Information Employee ID

Employee Name Title

First Name

Middle Name

Second Name

Social Security number

Department List of departments

Position List of positions

Reporting To

Training History Date of training ( Start & End)

Training course completed Training methods

Basic Elements an electronic T&D database

Course List of common coursesCourse provider List of common providers

Training location In-house

Out-house

Online

Result

Duration

Cost

Notes on performance

Certified skills & competencies

Professional memberships List of professional organizations

Educational qualifications

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HRIS/Learning Applications:LMS

ClassificationClassificationClassificationClassification Uses and CapabilitiesUses and CapabilitiesUses and CapabilitiesUses and Capabilities

Administrative system •Basic employee and T & Drecords .•Calculation of training costs.• .

Training management system •Assignment of training based onskills and certification requirements•Authoring of training courses andinitiatives

•Online access to courses•Tracking of training attendanceand results

Talent Management System •KSA assessments

•Recruiting

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HRIS T&D – Implementation Issues

Imitate what the competitors do, without having

necessary expertise

Focus has always been on tangible gains and intangible

ga ns ave a ways een gnore

Not aligned with the overall T&D, HR and business

strategies

Employees don’t complete the e-learning the program

they are enrolled in

Poor planning, most of the time is the main issue

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Ways to overcome the issues (NYU)

Develop a culture that takes online learning as seriously as

classroom training

o n v ua compar sons

Hold managers accountable for the success of their employees

Use managers as role models

Create a social dimension to e-learning

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Contd.

Make expectations clear up front

Provide formal rewards

Track performance

Get personal

Hold a team competition

Launch a communications campaign

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Core features of LMS

Data base of courses

Data base of people

Self service transactions

Email notifications

E-learning delivery system

Accounting and billing system

Tracking and reporting of learning activities and results

Administration of courses of curriculum.

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LMS companion Products

Learning content Management(LCMS):

Store and develop T&D content

To track training attendance and completion records.

Talent Management systems/software (TMS)

Virtual Learning environment (VLE):

live and recorded webcasts

web conferencing

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Collaboration:- Online discussions , messaging , polling

-

HR Applications :

- Performance management

- Succession Planning/ Talent Management

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Importance of LMS

• Beckers and Bsat’s model

1. Management Informaion System (MIS)

2. Decision Support System (DSS)

3. Group Decision Support System (GDSS)

4. Expert Systems (ES)

5. Artificial Intelligence (AI)

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Summary

Distinction between learning, training and development inorder to know the KSA.

,

learning are inextricably linked to an organization’s

capacity to remain competitive.

Range of e-learning methods, role in knowledge

acquisition, advantages and disadvantages

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Careful analysis of training needs ,various LT&D

methods and individual learning styles is

necessary to ensure transfer of learning.

HRIS T&D applications are vital

To identify training needsTo design LT&D solutions and methods

To implement these initiatives

To evaluate the effectiveness of trainingTo asses the ROI on training

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It’s a G roup 3 presentation