Effective Training: Strategies, Systems and Practices, 2nd Edition

1
Effective Training Strategies, Systems and
Practices, 2nd Edition

• Chapter Two
• Strategic Planning Training

2
Session Overview

• Define the strategic planning process and HRD
  role.
• Define a learning organization and identify
  components of learning organizations.
• Identify and describe external and internal
  factors influencing HRD strategy.

3
Strategic Planning

• Strategic Planning
• the development of relatively long-term
  objectives and plans for pursuing an
  organization's mission p.31
• - proactive process

4
Strategic Planning Process

• Strategies attempt to optimize the match between
  an organization and
• what is occurring in the external environment,
• what is projected to occur in the external
  environment, and
• the legal environment

5
Strategic Planning Questions

• Why are we in business?
• What are we trying to achieve?
• Who are our competitors and how can we beat them?
• How should we organize ourselves to reach our
  goals?
• How can we determine success?

6
Linkage between Strategy, Tactics, and Objectives
Tactical Activities

• Competitive
• Strategy
• Mission
• Opportunities
• Threats
• Strengths
• Weaknesses

7
HRD in the Strategic Planning Process

• HRD should be involved in strategic planning by
• helping shape competitive strategy
• influencing the organizations HR strategy
• developing its own HRD strategy in line with the
  strategic plan

8
Relationship between Competitive and Human
Resource Strategies
9
HRD Strategy Development

• HRD contributes to organizations
• competitive position by
• Ensuring employees have the necessary
  competencies
• Identifying and assisting in the removal of
  barriers to desired performance
• Providing key information related to the
  development of strategies

10
Conditions Increasing the Importance of HR Issues
Part 1 of 2
11
Conditions Increasing the Importance of HR Issues
Part 2 of 2
12
The Learning Organization An Internal Strategy

• Learning Organization
• employees engaged in their work, striving to
  reach their potential, by sharing the vision of a
  worthy goal with team colleagues

13
Components of learning Organization Part 1 of 3
14
Components of learning Organization Part 2 of 3
15
Components of learning Organization Part 3 of 3
16
The Learning Organization

• The following are responsibilities of management
  in a learning organization
• Encouraging experimentation
• Promoting constructive dialogue
• Facilitating the process of experience

17
Environmental factors affecting the selection of
a training strategy
18
Questions to Assess Training Provider
Capabilities Part 1 of 2

• What is their background (education, experience,
  etc.)?

• Have they ever provided these particular training
  programs or services before?

• Have they conducted formal evaluations of their
  results? If so, what have been the results?

• Can they give you the names of people in these
  companies who could speak knowledgeably about the
  trainers products and services?

• Can they give you names of those who were
  recipients of the service and those who brought
  the training provider into the organization and
  oversaw the training or the service?

19
Questions to Assess Training Provider
Capabilities Part 2 of 2

• Can they provide an outline of their approach
  and/or process? How do they go about developing a
  program, delivering training, or providing a
  training service?

• If they are providing training they have already
  developed, can they show you materials, such as
  handouts, exercises, and videos?

• Since these are not specific to your
  organization, how will they alter them to make
  them appropriate for your situation?