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Cshr T1 M1

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Cshr T1 M1

  1. 1. Topic 1: The importance of staff development to human relations:<br />Module 1: Identifying training needs or gaps in work performance:<br />
  2. 2. Concepts of training:<br />Organizations: <br />Need to grow. <br />General development needs <br />Internal needs (staff training) <br />Can be identified by looking at outputs, others not so obvious.<br />Organizations biggest assets: Employees/staff.<br />Staff need to know: <br />new production methods, <br />changing customer patterns, <br />customer values, <br />labour market needs, <br />advances in technology.<br />
  3. 3. Steps in planning a training program: <br />
  4. 4. Identify gaps in work performance:<br />Manager must:<br />Know what the prescribed standard of performance for a particular task is.<br />The manager then have some criteria against which the current performance of the staff can be compared.<br />Do a training needs analysis.<br />This will determine what the actual performance of the individual is and if they meet the standard and if not, how far they deviate from it.<br />Know what staff should be doing instead of what they are doing.<br />Determine what the gap is between these.<br />Plan training to fill the gap.<br />Lookout for gaps between actual and desired performance results.<br />Be ready to address discrepancies. <br />
  5. 5. Two types of training and development needs:<br />Micro: (small):<br />For one individual only.<br />More specific .<br />Determined by comparing individual’s performance with required standard of competence for a particular task.<br />Identified by: <br />Analysing the individual’s: <br />background, <br />education, <br />training, <br />aptitude, <br />experience, <br />knowledge, <br />skills.<br />Macro: (BIG)<br />Specific organisational requirements.<br />Company as a whole.<br />Includes aspects:<br />Training on:<br />Vision<br />Mission<br />New policies<br />Changes<br />Regulations<br />Merger<br />Reconstructing process<br />Improve productivity<br />Macro: (BIG)<br />Micro: (small):<br />
  6. 6. Factors that have an influence on the individual’s performance:<br />Health<br />Personal problems<br />Motivation<br />Cultural background<br />Job satisfaction<br />Relationships with fellow workers<br />Relationship with supervisor or manager.<br />
  7. 7. Ways to identify training needs:<br />Company’s bottom line/profit is low.<br />Lack of knowledge.<br />Ask about employee morale.<br />Customer feedback:<br />Employee feedback:<br />A skilled manager listens to requests and feedback from staff.<br />Compile a training needs analysis.<br />
  8. 8. Identifying key strengths and weaknesses of the individual:<br />Management should do this before doing any kind of training.<br />Management should:<br />build on strengths <br />Bring weaknesses up to level <br />Difference in:<br />What we are able to do<br />Skills we have<br />What we are good at<br />We enjoy doing something that we can accomplish competently and confidently.<br />There are ways and means to improve our areas of weakness:<br />Training<br />Learning new skills<br />
  9. 9. Identifying key strengths and weaknesses of the individual continued:<br />Department Manager or supervisor’s responsibility because:<br />Person closest to the employees<br />Manager will be able to build up a clear picture of strengths and weaknesses and will be able to correctly place and utilize staff.<br />People want to have choices.<br />They want to experience different jobs.<br />Employees who are not given an opportunity to prove their worth , will start feeling unmotivated and the organisation will suffer in the long run.<br />
  10. 10. <ul><li>How to do this:</li></ul>Observation<br />Staff evaluation<br />Interviews<br />Customer feedback<br />Employee feedback<br />
  11. 11. Training needs analysis planning:<br />Gap between actual and desired performance?<br />Technical skills lack?<br />Employee’s attitudes?<br />Supervisory attention needed?<br />Special training needed?<br />Which employees need training?<br />Internal capacity to provide training?<br />Who will facilitate training and when?<br />What external training sources are available?<br />Expected performance results?<br />Cost of training?<br />Financial benefits?<br />
  12. 12. Training needs analysis:<br />Mostly in Micro-level.<br />Purpose: <br />To improve performance <br />To fix a problem<br />Should be long-term approach to ensure it ties in with organisation’s vision, mission and values.<br />Manager to analyze specific job performance of individual :<br />Identifiyng present level of performance and compares it with actual performance.<br />Manager now has a good idea of training and development needs.<br />
  13. 13. Organisational analysis:<br />Macro-level problems: Senior management should do an organisational analysis.<br />This will determine whether all the employees have similar training needs.<br />Can you identify macro-level and <br />micro-level problems?<br />