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