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Slides HRM Learning and Development

The document outlines a framework for Learning and Development within Human Resource Management, focusing on identifying needed skills, building competencies, and evaluating training effectiveness. It emphasizes the importance of gap analysis to determine existing skills versus required skills and suggests various training delivery methods. Key points include the necessity of identifying job-specific competencies and the role of continuous development in cultivating great staff.

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12 views6 pages

Slides HRM Learning and Development

The document outlines a framework for Learning and Development within Human Resource Management, focusing on identifying needed skills, building competencies, and evaluating training effectiveness. It emphasizes the importance of gap analysis to determine existing skills versus required skills and suggests various training delivery methods. Key points include the necessity of identifying job-specific competencies and the role of continuous development in cultivating great staff.

Uploaded by

230385vu.ha
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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Learning and Development

Human Resource Management

Readings
●
https://www.weforum.org/agenda/2020/01/
davos-2020-future-work-jobs-skills-what-to-
know/

Topics
● Identifying needed skills
●
How to build skills
●
How to evaluate training
Why is worker skill important?

Building needed skills


Identify Consider
Choose and
competencies personal
attend training
needed preferences

Identify Identify
Evaluate
competencies learning
results
has already objectives

Additional
Gap analysis
considerations

Step 1: Identify competencies needed


Competencies will depend on the job but some general ones are:
●
Listening
●
Speaking
●
Attention to detail
●
Self management
●
Teamwork
●
Advocating causes
Step 2: Identify competencies person has already
Activity
Working in pairs, identify competencies needed by your
partner.
Examples:
●
Adaptability & flexibility
●
Customer focus
●
Analysis & reasoning
●
Problem solving
●
Researching information

Step 3: Gap analysis


Self management
Level 1: Inconsistent
Def: Manages own time, priorities, and resources to achieve goals. Level 2: Consistent in 25%
Performance statement examples Level 3: Consistent in 50%
●
Prioritizes tasks by importance and deadline. Identifies what is crucial Level 4: Consistent in 75%
from what is just urgent. Adjusts priorities as situations change. Level 5: Consistent in all
● Focuses time and effort on key tasks. Groups related tasks to be
more efficient. Easily transitions between tasks and picks up where
left off when interrupted.
●
Makes reasonable estimates of resource needs to achieve goals or
complete projects. Uses sound methods to plan and track work,
appointments, and commitments. Evaluates progress on tasks and
adjusts work style as needed.
●
Completes high volumes of work, keeping a rapid pace without
sacrificing accuracy.
●
Meets and exceeds deadlines through efficient use of time.

Activity
In pairs, perform a gap analysis to see what
training would be most useful for your partner.

Example:
●
Current: Meets and exceeds deadlines through
efficient use of time (weak)
●
Desired: Improve from weak to strong
Choosing deliver method
● Step 4: Consider personal preferences
●
Step 5: Identify learning objectives
●
Step 6: Other considerations (learning styles,
delivery mode, budget, timeline, etc.).

Activity
Identify what would be the most effective delivery
method for the desired learning outcomes? What
are the other options?
Example:
●
Two day Time Management training course
●
Offered by Happy Family Education Institute.

Feedback
Delivery method Pros Cons
University ( degree ). Covers many topics. Expensive
Training course. Faster, cheaper. May not fit perfectly
Custom course. Best fit. Expensive
Coaching More adaptable. Need a coach
MOOC Cheap, free. Less interaction/ pressure
Book. Cheap No interaction
Temp placement. Focus on experience. Replace worker while gone
Informal lunch talk Cheap Worker may resent
Job shadowing. Detail, real life. Other uncomfortable
International asm. Learning culture, language. Expensive ( 6-36 months )
Step 8: Measure effectiveness
If you send a worker on formal training, how can
you evaluate if you spend your money well?

●
If it was good, you should repeat it.
● If it was bad, you should change next time.

Kirkpatrick model

Source: Course text, p.244

Results example
Assume profit margin is 50%
●
If sales increased from $10,000 to $11,000/month
●
How much did training increase profits per year?
●
If training cost $3,000, how long to payback costs?

Can do the same with quality


●
If every 1% improvement in quality = $500/month and
training increased quality by 1% then....
Activity
Summarize what you learned today.
●
Was this session worth your time?
●
What helped you learn the most?
●
What did you learn about how you learn?

Review
Key Points:
●
You must identify competencies for each job
●
If you want great staff, you must BUILD them
●
Great staff comes from development, not magic
Homework:
●
Prepare for the workshop.

References
● WEF World Economic Forum (2016) The 10
skills you need to thrive in the Fourth Industrial
Revolution, online:
https://www.weforum.org/agenda/2016/01/the-
10-skills-you-need-to-thrive-in-the-fourth-
industrial-revolution/

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