Module 1 : Training and the Organization’s Strategic
Plan
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Unit 2, Class 1: Training and the Organization’s Strategic Plan
Learning Objectives By the end of this unit, students will:
Define training and strategic training.Explain various elements of a strategic
plan.Describe how the organization’s
strategic plan should influence training.Understand and conduct a SWOT
analysis.Explain the training needs created by
business strategies.
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What Is Training?
What is training?
What is the goal of training?
How is training strategic?
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Strategic Planning
A strategic plan: Is a visionary, conceptual and
directional outline of the organization.Integrates the organization’s goals,
policies and actions.Helps direct the organization’s activities
to reach specific goals.
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Strategic Planning
Phase 1: Identify the organization’s business strategy:Mission: Describes the organization’s
reason for existence. Vision: States the organization’s picture
of the future.Values: What the organization stands
for.
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Strategic Planning
Phase 2: Develop action plans:How should the organization attain its
vision of the future?Goals.Objectives.Strategies.Programs.
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Strategic Planning
Phase 3: Evaluate accomplishments:How will the organization know how it is
performing?Measure results.Performance measures.
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The Strategic Training and Development Process
Noe, 2008
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Training as a Competitive Advantage
Competitiveness:An organization’s ability to maintain and
gain market share in a specific industry.
Competitive advantage:A competitive advantage exists when an
organization is able to provide the customer a better value than the competition. For example, the ability to produce products at a lower price or of better quality can create a competitive advantage.
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Training as a Competitive Advantage
Training becomes a competitive advantage when:
It is linked to business strategy and organization goals.
It focuses on the organization’s future.Employees are trained in the
knowledge, skills and abilities required to achieve that future.
It moves from basic skills to learning, creating and sharing knowledge.
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Strategic Training
Improves performance toward goals.Focuses on what is needed and when it is
needed.Formal training enhanced by informal
learning.Learning supported by the organization.Knowledge transfer:
Explicit knowledge.Tacit knowledge.
©SHRM 2009
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Understanding the Organization
SWOT – A strategic planning tool used to evaluate strengths, weaknesses, opportunities and threats.
Strengths Weaknesses
Opportunities Threats
©SHRM 2009
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Team Project
Identify the name of your organization.Write your organization’s:
Mission statement. Vision.Values.
Conduct a SWOT analysis for your organization.
Describe your organization’s business strategy.
©SHRM 2009
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Unit 2, Class 2: Needs Assessment and Analysis
Learning Objectives:By the end of today’s class, students
will be able to:Define needs assessment and analysis.Identify the purpose of needs assessment and
analysis.Describe the process to conduct an
assessment and analysis.Describe data collection methods.Determine from assessment whether training
is the best solution to the problem.
©SHRM 2009
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Instructional Design
The ADDIE model of instructional design:Assessment.Design.Development.Implementation.Evaluation.
©SHRM 2009
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Needs Assessment
Needs assessment:The process used to determine if
training is necessary. This is the first step in the instructional design model.
Needs analysis:Analysis of the data collected during
the needs assessment.
©SHRM 2009
Overview of Needs Assessment
1. Gather data to identify needs.
2. Determine needs that can be met by training intervention.
3. Propose solutions.
4. Calculate potential cost of training interventions.
5. Choose the training.
6. Implement the training.17
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Pre-Assessment Activities
Do we need a needs assessment?Training may be the wrong solution.We may conduct the wrong training.Unnecessary money may be spent on
training.
If so, what’s the triggering event?Lack of basic skills.Poor performance.New legislation.New technology.New products.New jobs.Change in performance standards.
©SHRM 2009
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Causes and Outcomes of Needs Assessment
Triggers Context Outcomes
•Legislation
•Lack of basic skills
•Poor performance
•New technology
•Customer requests
•New products
•Higher performance standards
•New jobs
Organization Analysis Task
AnalysisPerson Analysis
Determines context of training
What training do they need?
The results of training.
©SHRM 2009
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Needs Assessment
Goals of needs assessment:Determine whether a training need exists.Identify who it exists for.Identify what tasks need to be taught.
Who should participate in needs assessment:Managers (both upper and mid-level
managers).Subject matter experts (SMEs).Job incumbents.
©SHRM 2009
Needs Assessment Tools
Performance tests.Questionnaires and surveys.Observations.Focus groups.Interviews.Work samples.Industry standards.Work records.Key employee consultation.Company reports and print media
analysis.Checklists.
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Needs Assessment Process
Organizational analysis:Is training appropriate?Does training support the organization’s
strategic direction?Person analysis:
Does employee performance indicate a need for training?
Which employees need training?Task analysis or competency model:
What work activities are required to complete a task?
What knowledge, skills and abilities are necessary to successfully perform the task?
©SHRM 2009
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Needs Analysis
Also referred to as a gap analysis:Expected performance – What is the
ideal? What should be happening?Actual performance – What is actually
happening now?
A needs analysis focuses on the differences between the way work should be done and the way work is actually done.
©SHRM 2009
No
Training Options
Yes
No
YesYes
Employee does not know how to accomplish the task
No Performance Discrepancy
Describe the Performance
3. Provide feedback
Is there a deficiency in
knowledge, skill or attitude?
Is the task accomplished
often?
1. Conduct formal training 2. Conduct practiceCont…
Employee does know how to accomplish the task
Has the employee performed the task before?
Problem Analysis Flow Chart: Determining If There Is a Need for Training
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Non-Training Options
Do obstacles to appropriate behavior exist?
Does appropriate behavior matter?
Is inappropriate behavior rewarded?
Is appropriate behavior punished?Cont…
Yes No Yes Yes
Remove obstacles
Arrange positive and negative consequences
Arrange negative consequences
Remove punishment and arrange positive consequences
©SHRM 2009
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Team Project: Needs Assessment
Design a needs assessment instrument for your organization.
What information do you need?What methods will you use to do a needs
assessment?Discuss your business strategy as
identified in the SWOT analysis and explain how training aligns with that strategy.
©SHRM 2009