UNIT 02: Strategic Training & Development

Introduction

Training is the process of increasing the knowledge and skills of an employee

for doing a particular
job. It involves the development of skills that are usually necessary to perform a
specific job. Its
purpose is to bring about positive changes in – (i) knowledge, (ii) skills, and (iii)
attitudes of the
employees.
Development is concerned with the growth of employees in all respects.
6 Major Factors Influencing Training
Factor # 1. Organizational Change:
• This is one factor that impacts and is impacted by training and development.
• The basic propose of training and development is to anticipate change and to
respond
proactively to it.
• Change involves moving from one condition to another, and it affects
individuals, groups, and
the entire organization.

Factor # 2. Top Management Support:

• Top management support is perhaps the most basic training and development
requirement.
• Even the most competently designed training programme may fall through if it
is not actively
supported by the top executives.
• The support of top management must go beyond a policy statement regarding
training. It must
include their active involvement and participation in development.

Factor # 3. Commitment from Managers at All Levels:

• In addition to top management, all managers— whether they are specialists or
generalists—
should be committed to and involved in the training and development
programmes.
• Senior executives should never think that the training programmes are meant
for them
immediate subordinate managers only.

Factor # 4. Technological Advances:

• Technology, perhaps, is one factor that has influenced training and
development the most.
• Technology is revolutionizing the way training and development programmes
can be delivered.
• Technological advances, especially the computer and the internet, are
dramatically affecting the
way the jobs are conducted by the employees.

Factor # 5. Organizational Complexity:

• The degree of complexity has increased in modern organizations due to the
weakening of the
stability-oriented traditional chain of command and the rapid changes in
technology, products,
systems, and methods.
• This has impacted training and development programmes in organizations.

Factor # 6. Learning Principles:

• Learning occurs when employees demonstrate a difference in behaviour or
ability to perform a
task.
• Although much remains to be discovered about the learning process, a few
principles may be
kept in view while developing any training programme.

Training and Development Process

Organization achieves strategic advantages only due to its core competencies
and core
competence is developed only by the employees of the organization. Hence for
achieving a level of
excellence, organizations are to invest in updating the skills of its employees.

This is done through training and development process.

Step 1: Decide If Training is Needed
• The first step in the training process is to determine Training needs.
• The overall purpose of the assessment phase is to determine if training is
needed and, if so,
to provide the information required to design the training program.

3 Levels of Analysis
or O
KSA MEANS KNOWLEDGE SKILL ABILITIES

What is an operational analysis?

 Operational analyses compare current business performance with
past performance. The analysis focuses on business operations,
financial standing, and quality control. Using this analysis,
companies cut down costs, pinpoint room for improvement, and
improve decision-making.

Step 2: Determine What Type of Training is Needed

• The employees themselves can provide valuable information on the training
they need.
They know what they need/want to make them better at their jobs.
• Once the kind of training needed has been determined, it is equally important
to determine
what kind of training is not needed.
Step 3: Identifying Goals and Objectives
• Once the employees’ training needs have been identified, employers can then
prepare for
the training.
• Clearly stated training objectives would help employers communicate what they
want their
employees to do better or stop doing!
• Learning objectives do not necessarily have to be written, but they should be
clear and
thought out before the training begins for the training to be as successful as
possible.
Step 4: Implementing Training
• Professionals should conduct training with knowledge and expertise in the given
subject
area.
• Nothing is worse than being in a classroom with an instructor who does not
know what they
are supposed to be teaching! Use in-house, experienced talent, or an outside
professional
best option.
Methods of Implementation
Methods of Implementation
• On the job: Training is administered at the actual work site using the actual
work
equipment
• Off the job: Training is administered away from the actual work site. It may be
any
prominent hall room or auditorium, but the required training environment
equipment and
materials should be available or arranged.
Step 5: Evaluation of the Training Program
• One way to make sure that the training program is accomplishing its goals is by
evaluating
the training by both the trainees and the instructors.
• Training should have, as one of its critical components, a method of measuring
the
effectiveness of the training.

Advantages of Training Program

Advantages to the Organization

• Increased efficiency of employees

• Reduced supervision
• Less wastage
• Reduced turnover
• Helps in better functioning of the organization
• Better labour-management relations

Advantages to the Employee

• Self-confidence
• Increased motivation levels
• High rewards
• Group efforts
• Promotion
Marketing and Outsourcing of Training Function
Marketing Training Through the Employee Experience

A 2018 LinkedIn Workplace Learning Trends report found that 94% of employees
would stay
longer in companies that are willing to invest in their professional development.
Marketing your
training program to current employees and promoting it to future employees can
increase
employee retention. Training helps employees achieve their personal goals and
growth. They can
grow in their current roles by polishing their skills and even grow into new roles
within the
company
Regardless of the size or sector of your business, learning and development is
fundamental to the
growth of your company. Training used to be classified as a ‘nice to have’ in
most businesses, but
nowadays companies understand that, to remain competitive and sustainable,
ongoing
training is foundational in supporting the needs of the business. With mounting
pressure from
executives to keep operational costs down, while still maintaining a focus on
learning and
development, businesses are increasingly choosing to outsource their training
and development. Example: Deloitte’s recent global outsourcing survey of more
than 500 executives from leading organisations shows that outsourcing is
answering challenges in both business and IT, utilising emerging technologies to
drive innovation, speed to market, improved user experience, and enhanced
performance

What Does Marketing Training Mean?

• It simply means communicating the value of your training program to

leadership, managers, and employees.
• You can accomplish this through the conversations you’re having, messaging
you’re using, and the distribution of available resources.

Marketing to Leadership

• Organizational leaders are always working to improve business processes,

develop company goals for the future and assess current performance.
• To get their buy-in to a training program, communicating the value comes first.
• Consider including talking points on the skills that are relevant to them as well –
setting
goals, developing leadership skills, change management, etc.
• By doing this, you can expand you program company-wide and get everyone on
board.

Marketing to Your Managers

• Once you’ve got leadership buy-in, it’s time to work with your managers to help
them
understand the reasoning behind the training program.
• They are the ones making sure employees are completing the training and are
their main
point of contact.
• Speak to them about raising employee performance and productivity, setting
goals, and
compliance.
• Also, let them know that they aren’t overlooked because there are leadership
and
management-specific courses and lessons available that they can use to grow in
their roles
too.

Marketing to Your Employees

• Whether it’s IT, Sales, Marketing, or an organization-wide initiative, you’ll need

to market
your training program to individual employees.
• Employees need to understand the why of training and what’s in it for them
before they will
be willing to dedicate time and effort to it.
• They’ll likely have varying interests, so consider speaking to career objectives
such as
decision-making, time management, and office etiquette.

WHY TRAINING IS NECESSARY

why:
 Create Awareness – Employees won’t use something that they don’t know
how to use or
don’t know exists. Communicating with them ensures everyone knows which
resources are
available.
 Drive Utilization – Making sure employees know how to log in and navigate
around your
learning platform and expectations surrounding training. Send ideas to help
them find time
to fit training in and encourage not only completion of assigned work but
exploration of
training topics for their own development.
 Instil a Culture of Learning – With awareness and utilization comes a culture
of learning.
A learning culture means that employees have a growth mindset and actively
develop
themselves and each other through sharing information. Employees working in
this type of
culture use training to help overcome challenges.
 Attain ROI – When the above elements are in in place, you will begin to see an
increase in
ROI from training. Putting in the time and resources to market your training
program will
be worth it as employees strive toward organizational goals and their full
potential.

Common Mistakes with Marketing Training

Just marketing a program launch: Only putting excitement and effort into the
launch on your training program isn’t enough. All that fun stuff (parties, roll out,
etc) felt good, but that kind of energy needs to stay present. Employees will get
busy and inevitably forget but keep the momentum going through continuous
marketing efforts.
 Not planning: Having an unorganized plan rarely pays off. Maybe you feel like
you’re not an expert in marketing or there aren’t enough hours in the day but
being unorganized will only add to your feelings of being overwhelmed.
Developing clear objectives and goals will help your program take off and be
more likely to find success.
 Stagnant strategy: One-size-fits-all never fits all, so if what you’re trying isn’t
working, try something different. Simply sending the same e-mail every month
can become redundant and employees are likely to just delete it over time. This
doesn’t reinforce the impact or importance your training program has to offer.
Instead, try creating marketing materials
that have purpose, a call to action, and personalization.
 Over- or under-communicating: There needs to be a balance in your
communication. Under communicating can lead to forgetting training programs
exist and overcommunicating can lead to annoyance and burnout. It’s important
to find the right cadence for your organization.
 Know Your Audience - Understanding your audience and what they need and
want is the first step to developing a strong plan. Knowing who you are speaking
to can help you reach them on a personal level. Sending out different
communication to different levels within the organization can help keep interest
and engagement.
 Establish Program Goals - You can’t determine if your program is successful
without determining appropriate key performance indicators first. This is where
setting goals comes in. Your entire marketing strategy will stem from your
program goals, so you’ll need to make sure that they align with the
organization’s overall goals. These goals should be
specific, measurable, achievable, realistic, and timely.

Methods of outsourced training and development

 Classroom or Instructor Led Training

Having an outsourced facilitator deliver training in a classroom has its
advantages, even if
the course material is online. In a classroom, learners have the benefits of asking
questions
and receiving answers immediately. They can network with each other during
and after
the course. Since the information is available online, employees can revert to the
information as and when needed. More than that, they are separated from their
day-today
demands and can focus on learning.
 Online or E-Learning
Web-based training allows employees to access training material anywhere and
on any
internet-enabled device. The benefit is that there are a number of broad-
spectrum and
specialised courses available so employees can enhance their skill set under the
guidance
of a global expert. Since they are conducted via correspondence, employees
save on travel
and venue costs, and these courses are great for initiating self-directed learning.
 Blended Approach
A blended approach to learning is a nod to the fact that very rarely does one size
fit all
when it comes to training. Blended learning means that more than one training
method is
used to train on a particular subject.

Training Need in Different Strategies

Training helps employees learn job skills and helps the company retain and
motivate
employees. Training is strategic for:
 Business goals related to human resources,
 Productivity, customer service, and innovation,

Employees are aware that training is essential to their future marketability.

What is a business strategy?

• A plan that integrates the company’s goals, policies, and actions.

• The strategy influences how the company uses:
 physical capital (plants, technology, and equipment).
 financial capital (assets and cash reserves).
 human capital (employees).
• The business strategy helps direct the company’s activities to reach specific
goals.

Strategy impacts training with a strong influence on determining:

• The amount of training devoted to current or future job skills.

• The extent to which training is customized for the needs of an employee or
developed based on the needs of a team, unit, or division.
• Whether training is restricted to specific groups of employees or open to all
employees.
• Whether training is:
• planned and systematically administered, or
• provided only when problems occur, or
• spontaneously as a reaction to what competitors are doing.
• The importance placed on training compared to other human resource
management
practices such as selection and compensation.

QUESTIONS FROM BEHIND

Q1. Why has HR Management and strategic training assumed

importance in India? What
steps have the government and industry taken in this regard?

HR Management and strategic training have assumed significant importance in

India due to several factors driving the need for a skilled and adaptive workforce.
These include globalization, technological advancements, evolving business
landscapes, and the competitive nature of the market. Here are some reasons
and initiatives taken by the government and industry:

Importance of HR Management and Strategic Training

1. **Globalization**: With increasing globalization, Indian businesses need to
meet international standards, requiring a workforce skilled in global best
practices.

2. **Technological Advancements**: Rapid technological changes demand

continuous learning and upskilling to keep pace with innovations.

3. **Competitive Market**: To maintain competitiveness, businesses need to

ensure their employees are highly skilled and adaptable.

4. **Talent Retention**: Effective HR management and strategic training help in

retaining top talent by providing career growth opportunities and job satisfaction.

5. **Productivity and Efficiency**: Training programs enhance employee

productivity and operational efficiency, contributing to overall business growth.

Government Initiatives

1. **Skill India Mission**: Launched in 2015, this initiative aims to train over 400
million people in different skills by 2022. It includes various programs like
Pradhan Mantri Kaushal Vikas Yojana (PMKVY).

2. **National Skill Development Corporation (NSDC)**: This public-private

partnership aims to promote skill development by funding vocational training
initiatives.

3. **Digital India**: Focusing on increasing digital literacy and providing IT

training to improve digital infrastructure and capabilities.

4. **Atmanirbhar Bharat (Self-Reliant India) **: Encourages upskilling and

reskilling to promote self-reliance and entrepreneurship.

Industry Initiatives

1. **Corporate Training Programs**: Companies are investing in internal training

programs to develop specific skills aligned with their business needs.

2. **Partnerships with Educational Institutions**: Businesses collaborate with

universities and training institutes to design and deliver specialized courses.

3. **E-Learning Platforms**: Adoption of online learning platforms for continuous

education and skill development.

4. **Mentorship and Leadership Development**: Programs focused on

developing leadership skills and mentoring employees for career advancement.

5. **Customized Training Solutions**: Tailored training programs to address

unique industry needs and job roles.

These initiatives reflect the growing recognition of the need for strategic HR
management and continuous employee development in maintaining a
competitive edge and fostering sustainable economic growth in India.

References
Kaur, J. (Year). *Training and Development*. (Publisher details, if available).

Q2. What are HR challenges in the 21st Century? What strategies

and training methodologies should HR profession adopt to meet
these challenges successfully?

HR Challenges in the 21st Century

1. **Technological Advancements**: The rapid pace of technological

change requires continuous upskilling and reskilling of employees.

2. **Globalization**: Managing a diverse workforce across different

cultures, languages, and time zones.

3. **Talent Acquisition and Retention**: Attracting and retaining top talent

in a highly competitive job market.

4. **Employee Engagement**: Ensuring high levels of employee

engagement and satisfaction to boost productivity and reduce turnover.

5. **Workforce Diversity and Inclusion**: Promoting diversity and inclusion

within the workplace to foster a more innovative and productive
environment.

6. **Regulatory Compliance**: Keeping up with changing labor laws and

regulations to ensure compliance.

7. **Remote Work and Flexibility**: Adapting to the growing demand for

remote work and flexible working arrangements.

8. **Health and Wellbeing**: Addressing mental health and overall

wellbeing of employees, especially in the wake of the COVID-19 pandemic.

9. **Data Security and Privacy**: Protecting employee data and ensuring

privacy in an increasingly digital world.

Strategies and Training Methodologies

1. **Continuous Learning and Development**:

- Implement ongoing training programs to keep employees updated with
the latest skills and technologies.
- Encourage a culture of lifelong learning through online courses,
workshops, and seminars.

2. **Leadership Development**:
- Develop leadership programs to prepare future leaders within the
organization.
- Focus on soft skills such as communication, emotional intelligence, and
strategic thinking.
3. **Diversity and Inclusion Training**:
- Conduct regular training on diversity, equity, and inclusion to create a
more inclusive workplace.
- Encourage diverse hiring practices and create policies that support an
inclusive culture.

4. **Employee Engagement Programs**:

- Develop initiatives to enhance employee engagement, such as
recognition programs, feedback systems, and career development
opportunities.
- Use employee surveys and feedback tools to measure and improve
engagement.

5. **Flexible Work Arrangements**:

- Implement policies that support remote work and flexible scheduling.
- Provide training on remote work tools and best practices for virtual
collaboration.

6. **Health and Wellbeing Programs**:

- Offer programs focused on mental health, physical wellbeing, and
work-life balance.
- Provide resources such as counseling services, wellness workshops,
and fitness programs.

7. **Data Security Training**:

- Conduct regular training sessions on data security and privacy.
- Implement policies and practices to safeguard employee information.

8. **Talent Management Systems**:

- Use advanced HR technology and analytics to streamline recruitment,
performance management, and succession planning.
- Leverage AI and machine learning to improve talent acquisition and
retention strategies.

9. **Customized Training Solutions**:

- Develop personalized training programs based on individual employee
needs and career goals.
- Utilize e-learning platforms to provide accessible and flexible learning
opportunities.

10. **Cross-Cultural Training**:

- Provide training to help employees understand and respect cultural
differences.
- Encourage global collaboration and knowledge sharing.

By adopting these strategies and training methodologies, HR professionals

can effectively address the challenges of the 21st century and contribute
to the success and growth of their organizations.
### References

Kaur, J. (Year). *Training and Development*. (Publisher details, if

available).

3. How should one redefine the role of training in the competitive

environment? How
effectively the human resources can be utilised in such
environment?

Redefining the Role of Training in a Competitive Environment

In a competitive environment, the role of training must evolve from a

traditional function to a strategic enabler of business success. Here are
some ways to redefine training:

1. **Align Training with Business Goals**:

- Ensure training programs are directly linked to the organization’s
strategic objectives.
- Develop training modules that address specific business challenges
and opportunities.

2. **Focus on Continuous Learning**:

- Create a culture of continuous improvement and lifelong learning.
- Encourage employees to pursue ongoing education and professional
development.

3. **Leverage Technology**:
- Use e-learning platforms, virtual reality (VR), augmented reality (AR),
and other advanced technologies to deliver engaging and interactive
training.
- Implement learning management systems (LMS) to track and manage
employee progress.

4. **Personalize Learning Experiences**:

- Develop personalized learning paths based on individual employee
needs, career goals, and learning styles.
- Use data analytics to identify skill gaps and tailor training accordingly.

5. **Promote Experiential Learning**:

- Incorporate hands-on training, simulations, and real-world problem-
solving into the curriculum.
- Encourage job rotations, internships, and mentorship programs.

6. **Measure Training Effectiveness**:

- Use key performance indicators (KPIs) and metrics to assess the
impact of training on employee performance and business outcomes.
 - Collect feedback and continuously improve training programs based on
results.

Effective Utilization of Human Resources in a Competitive Environment

1. **Skill Development and Upskilling**:

- Regularly assess the skill needs of the organization and provide
targeted training to address gaps.
- Focus on developing both hard and soft skills to prepare employees for
current and future roles.

2. **Talent Management and Succession Planning**:

- Identify high-potential employees and create development plans to
prepare them for leadership roles.
- Ensure a pipeline of skilled employees ready to step into critical
positions as needed.

3. **Employee Engagement and Motivation**:

- Foster a positive work environment that motivates employees to
perform at their best.
- Implement recognition and reward programs to acknowledge
employee contributions.

4. **Agility and Adaptability**:

- Train employees to be adaptable and agile in response to changing
market conditions and business needs.
- Encourage a mindset of innovation and continuous improvement.

5. **Collaboration and Teamwork**:

- Promote a culture of collaboration and teamwork across the
organization.
- Provide training on effective communication, conflict resolution, and
teamwork skills.

6. **Leverage Data and Analytics**:

- Use data analytics to gain insights into workforce performance and
identify areas for improvement.
- Make data-driven decisions to optimize human resource allocation and
utilization.

7. **Foster Leadership and Management Skills**:

- Develop leadership programs to equip managers with the skills needed
to lead effectively in a competitive environment.
- Provide training on strategic thinking, decision-making, and change
management.

By redefining the role of training and effectively utilizing human

resources, organizations can enhance their competitive edge and achieve
sustainable growth in a challenging business landscape.
### References

Kaur, J. (Year). *Training and Development*. (Publisher details, if

available).