TRAINING AND DEVELOPMENT STRATEGIES

Ayesha Khan (Asst.Prof)

2Creating a learning Organization..

Organization that acquires knowledge and innovates fast enough to survive and thrive in a rapidly changing environment. Learning organisations:-

Create a culture that encourages and support continuous employee learning, critical thinking and risk taking with new ideas.

Allow mistakes and value employee contributions. Learn from experience and experiment Disseminate the new knowledge throughout the

organization for incorporation into day to day activities.

Ayesha Khan (Asst.Prof)

3Competency Mapping…

WHAT IS COMPETENCY MAPPING?? Competency Mapping is a process

of identifying key competencies for an organization and/or a job and incorporating those competencies throughout the various processes (i.e. job evaluation, training, recruitment) of the organization. A competency is defined as a behavior (i.e. communication, leadership) rather than a skill or ability.

Ayesha Khan (Asst.Prof)

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Ayesha Khan (Asst.Prof)

5Steps in competency mapping:-

The steps involved in competency mapping with an end result of job evaluation include the following:

Conduct a job analysis by asking incumbents to complete a position information questionnaire (PIQ). The PIQ can be provided for incumbents to complete, or you can conduct one-on-one interviews using the PIQ as a guide. The primary goal is to gather from incumbents what they feel are the key behaviors necessary to perform their respective jobs.

Using the results of the job analysis, you are ready to develop a competency based job description. This is developed by carefully analyzing the input from the represented group of incumbents and converting it to standard competencies.

With a competency based job description, you are on your way to begin mapping the competencies throughout your HR processes. The competencies of the respective job description become your factors for assessment on the performance evaluation. Using competencies will help guide you to perform more objective evaluations based on displayed or not displayed behaviors.

Taking the competency mapping one step further, you can use the results of your evaluation to identify in what competencies individuals need additional development or training. This will help you focus your training needs on the goals of the position and company and help your employees develop toward the ultimate success of the organization.

Ayesha Khan (Asst.Prof)

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Ayesha Khan (Asst.Prof)

7Benefits of a Competency-Based System for Employers

Ensures that organization-funded training and professional development activities are cost-effective, goal-oriented and productive

Enables employees to achieve a high level of competence in an efficient manner Records the employee’s acquisition of the skills, knowledge, safety and other

procedures relating to each task Reduces cost overruns caused by poor performance or miscommunication of job

expectations Improves communication between employee and management Increases internal employee mobility, providing the organization with greater

ability scale and flex as needed Establishes a framework for constructive feedback by management at

scheduled training and performance appraisal intervals Clarifies job standards for performance appraisals Outlines employee development and promotional paths within the organization

Ayesha Khan (Asst.Prof)

8Benefits of a Competency-Based System for Employees

Sets clear performance expectations for employees, enabling them to make better decisions and work more effectively

Gives employees insight into the overall strategy of their team, department, and organization, leading to greater engagement and motivation

Enables employees to be more proactive beyond their individual roles, by learning additional competencies that are valued by the organization

Provides clear direction for learning new job skills Offers a reference resource for day-to-day requirements Increases the potential for job satisfaction Provides a mechanism for the recognition of employees’ abilities Ensures that individual professional development and training milestones are

recorded and acknowledged by the organization

Ayesha Khan (Asst.Prof)

9Succession Planning

Succession planning is a process for identifying and developing internal people with the potential to fill key business leadership positions in the company.

Succession planning increases the availability of experienced and capable employees that are prepared to assume these roles as they become available.

Succession planning is a process whereby an organization ensures that employees are recruited and developed to fill each key role within the company. Through your succession planning process, you recruit superior employees, develop their knowledge, skills, and abilities, and prepare them for advancement or promotion into ever more challenging roles. Actively pursuing succession planning ensures that employees are constantly developed to fill each needed role. As your organization expands, loses key employees, provides promotional opportunities, and increases sales, your succession planning guarantees that you have employees on hand ready and waiting to fill new roles.

Ayesha Khan (Asst.Prof)

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Ayesha Khan (Asst.Prof)

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Ayesha Khan (Asst.Prof)

12Cross Cultural Training

What is Cross Cultural Training? The term "cross cultural training" refers to a variety of different training courses. Each

in essence aims to develop awareness between people where a common cultural framework does not exist.

In general, cross cultural training has two parallel approaches: General Cross Cultural Awareness Training, and Culture/Country Specific Training. Cross cultural awareness training deals with the manifestations of culture in the

workplace and has many applications. Its main purpose is to evaluate and constructively tackle the challenges cross cultural differences can bring to the workplace.

Ayesha Khan (Asst.Prof)

13A few examples of the courses we cover can illustrate the different applications of cross cultural awareness training:

Cross Cultural Team Building Training will aim to raise team members' awareness of each other culturally in order to foster mutual trust, respect and understanding. The result of which will be clearer lines of communication.

Cross Cultural Management Training aims to equip management staff with the knowledge and skills to effectively supervise a multi-cultural staff. Cross cultural awareness training results in a more convivial and understanding work environment.

Cross Cultural Negotiation Training assists negotiators involved with foreign clients or customers with whom they are discussing possible terms and conditions.

Cultural Diversity Training offers HR staff support in helping them understand their responsibilities to ethnic minority staff and/or look at ways of nurturing harmonious inter-personal relationships at work.

Culture Specific Training is generally aimed at individuals or teams that regularly visit a foreign country or who frequently interact with overseas clients or colleagues. Such training usually focuses on areas such as values, morals, ethics, business practices, etiquette, protocol or negotiation styles with reference to one country.

Ayesha Khan (Asst.Prof)

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Ayesha Khan (Asst.Prof)

15Outcomes of Cross- Cultural Training

Ayesha Khan (Asst.Prof)

16Model for Cross Cultural Training

Ayesha Khan (Asst.Prof)

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