CHP 1 Training and Dev Process-1

Managing Performance
through Training and

Development, 5e
PowerPoint Presentation prepared by
Tracey Starrett, M. Ed, CHRP
School of Human Resources Management
York University
2010 by Nelson Education Ltd.
Chapter One
The Training and

Development Process
Learning Outcomes
Understand the meaning of performance management,
training, development, and human resources development
Describe the organization, employee, and societal benefits of
T&D
Discuss the current state of T&D in Canada
Understand the environmental and organizational context of
T&D
Understand the meaning of strategic human resources
management and strategic T&D, and high performance work
systems
Discuss the instructional systems design model of T&D
Training and
Development
Situations on a daily basis require us or someone
else to demonstrate effective performance
Significance of these situations varies from minor to
extremely critical
Effective performance often comes from some form
of education, learning, training, or development
Look at the link between effective performance and
individual and organizational effectiveness
The Terms
Performance management is:
The process of establishing performance expectations
with employees
Designing interventions and programs to improve
performance
Monitoring success of interventions and programs
The Terms
Performance Management
Monitor
Success
Establish
Expectations
Design
Interventions
The Terms
One set of interventions includes:
Training: acquisition of KSAs to improve
performance in ones current job
Development: acquisition of KSAs required to
perform future job responsibilities and in the longterm achievement of individual career goals and
organizational objectives
The Terms
Human Resources Development: Systematic
and planned activities that are designed by an
organization to provide employees with an
opportunity to learn necessary skills to meet
current and future job demands
The Benefits of T&D

A. Organizational
benefits:
Organizational strategy
Increase organizational
effectiveness
Employee recruitment
and retention
The Benefits of T&D

B. Employee Benefits
Intrinsic
Greater knowledge & skills, higher selfefficacy, feel more useful, have more positive
attitudes towards their job and organization
Extrinsic
Higher earnings, more marketable, greater
job security, and enhanced promotion
prospects
10
The Benefits of T&D

C. Societal Benefits
Educated population:
helps to create educated
and skilled workforce
Standard of living:
dependant on productivity
and productivity growth
11
The Benefits of T&D

EmployeeBenefits
OrganizationBenefits
SocietalBenefits
12
Training in Canada
Average hours of training: 25/year (2006)

Average expenditure $852/employee (2006) down
slightly from $914 in 2004
Average annual training expenditure: $4.9 million
across all industries (2004)
13
Investment or
Expense?
Canada ranks 20th out of 60 countries in ranking
of employee training as a priority
Viewed as cost or expense results in
limited/required training
Viewed as investment is part of organizations
strategy
One in five companies invests more than 3% of
payroll in training
Scotiabank = $47m, BMO = $1800/employee
14
Quebec Training Law
Passed in 1995 - 1% or training law

Only payroll training tax in North America
<$1m invest minimum 1% or pay equivalent to govt
2008 report on impact of law:
Significant effect on way training is structured,
organized and delivered
Participation rates increased
More collaboration in promoting learning and
training
Most effect on medium sized companies
15
Context of Training &

Development
16

Development
A. Environmental context
1.
2.
3.
4.
5.
6.
7.
8.
Laws
Global competition
Technology
Demographics
Labour market
Economy
Change
Social climate
17

Development
B. Organizational context
1.
2.
3.
4.
5.
6.
Goals
Values
Strategy
Structure
Culture
Leadership
18

Development
C. Human Resources Management System
All functional areas of HR work together to
create an HR system
Driven by organizational strategy and SHRM
Is what constitutes a High Performance Work
System (HPWS)
Lead to a Strategic Model of Training and
Development
19
Strategic Model of
Training & Development
Business strategy will influence the HRM
strategy
Thus in turn, the HRM strategy will influence the
strategy for learning and training
This leads to the decisions on the type of training
and development activities and programs that will
be necessary
This is depicted in Fig. 1.2
20
Strategic Model of
Training & Development
Business Strategy
HRM Strategy
Learning and Training Strategy

Training and Development Programs
See Figure 1.2 in text
21
Instructional Systems
Design Model
Figure 1.3 in text
22
Instructional Systems
Design Model
Rational and scientific model of T&D
process consisting of 3 major steps:
1. Training needs analysis
2. Training design and delivery
3. Training evaluation
Starts with performance gap or itch (problem)
The ISD model is the basis for rest of the
course
23
Summary
Introduction to the training and development
processes
T &D plays important role in effectiveness and
competitiveness of organizations
Is an investment in human capital, with dividends for
the individual, the organization, and society at large
The state of training in Canada is discussed with
added emphasis on the Quebec Training Law and its
effectiveness since its inception
24
Summary
The value of training and development is increased
when linked to SHRM; aligned with other HR
practices (and a HPWS); and tied to an
organizations business strategy
Introduces instructional systems design (ISD) model
Key concepts to be addressed in subsequent
chapters, such as needs analysis, training design
and delivery, and the evaluation of training
programs
25

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Managing Performance

through Training and

The Training and

2010 by Nelson Education Ltd.

2010 by Nelson Education Ltd.

2010 by Nelson Education Ltd.

2010 by Nelson Education Ltd.

2010 by Nelson Education Ltd.

The Benefits of T&D

2010 by Nelson Education Ltd.

The Benefits of T&D

The Benefits of T&D

2010 by Nelson Education Ltd.

The Benefits of T&D

2010 by Nelson Education Ltd.

Average hours of training: 25/year (2006)

2010 by Nelson Education Ltd.

Quebec Training Law

Passed in 1995 - 1% or training law

Context of Training &

2010 by Nelson Education Ltd.

Context of Training &

Context of Training &

Context of Training &

Learning and Training Strategy

Figure 1.3 in text

2010 by Nelson Education Ltd.

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