Management and Coordination of Training & Development



Management and Coordination of Training & Development

Introductory Essay Reflection

Final Exam

Renee Zimmerman

October 23, 2006

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What this class meant to me personally

Trends in the industry share a common theme of linking training to the organizational strategic goals and adding value to the organization. “How does learning add value?” is the question that should be answered when designing training (Davenport, 2005, pg. 21).

This class reinforced the importance of the training function linkage to strategic goals. It is crucial that training address the organizational strategies and problems. Training must be designed to address and improve competencies and focus on the unit and not individuals. It must be understood how the training function plays a role in contributing to a High Performing Organization (HPO). There must be a conscious awareness of tracking training to sales, return on investment and the bottom line (Kaufman, Leigh, Oakley-Brownie and Watkins, 2003).

In the past, various classes on a variety of topics were taught in organizations. Training was considered a cost of doing business and was not necessarily connected to the bottom line. The trend of linking training to strategic goals requires a different approach to training design and evaluation.

Effective implementation of the six critical success factors of strategic thinking and planning in training design will contribute to the success of an organization. This begins with a paradigm shift towards profit over the long-term and a focus on an improved quality of life for society. Gaps must be defined as gaps in results and not insufficient resources, means or methods. The results must be defined, planned and

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linked to the Mega, Macro and Micro levels. Measurable objectives must be developed for all three levels that link value to the sequence. An Ideal Vision must be created and serve as the foundation for strategic planning and thinking. It is a Mega approach of the future world for tomorrow’s child (Kaufman, et al, 2003).

A heightened awareness was created concerning the importance of conducting an environmental scan to gain knowledge and information focused on internal and external factors. The scan brings an increased consciousness of the affect that environmental factors have on current and future guests, stakeholders, governmental influences, regulators, suppliers, competition and best-in class organizations. A holistic approach must be incorporated into the training function to address these areas to contribute to a HPO.

Effective evaluation of training using Kirkpatrick’s five levels of training is essential. Currently level one, two and some of level three have been implemented to evaluate training in the organization. It will be necessary to develop a process for the fourth and fifth levels and gain support from upper management to include them.

Training must be linked to the strategic goals and add value to the organization. It is also important to share the linkage with senior management. A training impact map would be one way to display the training linkage to the organizational strategies at the Mega, Macro and Micro levels.

This class resembles the framework of a giant jigsaw puzzle. The puzzle pieces represent the content from the classes taken throughout the Training and Development program. Examples of pieces include the familiar question; “Is it a training problem?”

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needs assessment and analysis and Kirkpatrick’s five levels of evaluation. The jigsaw puzzle picture appears when the pieces of training are linked to the organizational

strategic goals at the Mega, Macro and Micro levels. This class brings all the pieces together to form the perfect picture of the training function.

How the papers and entries expressed positive learning experiences

The class materials are the foundation for the class. They show the flow of the seven steps of strategic planning process and can be compared to the system approach. The sum of the parts work independently and together to achieve a productive set of results that add value at the societal level for all internal and external partners (Kaufman et al, 2003, p. 341).

The article review presented an eye-opening view of the impacts of restructuring on middle management in a top-down, autocratic fear driven organization. The result was a replacement of cooperation and collaboration with increased tension and division between departments. Trust relationships were undermined and damaged due to the restructuring process (Balogun and Johnson, 2004).

The article review study reinforced the advantages of being a HPO. Access to information in an HPO would be timely, immediate and inclusive. The knowledge of management strategies would have included the middle manager buy-in.

The Mid term case studies provided an opportunity to recommend solutions and interventions that help contribute to a HPO. This critical thinking approach to real world situations was a helpful way to apply theory and methods to real world situations. In the

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world of work, it is often necessary to apply critical thinking to a variety of situations to achieve positive results and contribute to the goals of the organization.

The group project on Pune, India provided an opportunity to learn about an international location. The Environmental Scan helped to create a holistic view of Pune and created an awareness of the impact that internal and external factors have on an HPO. The combined elements play a role that must be considered and utilized toward the effective implementation of the project.

The economy, governmental influences, manufacturing, political parties, workforce, climate, culture, religion and available building materials all impact the results of the successful implementation of Habitat for Humanity in Pune. Recognizing and adapting to these factors will contribute to the success of Habitat for Humanity in Pune, India.

Why I choose the particular pieces for my website

The website will serve as a convenient and assessable resource in the world of work. The Training and Human Development website has sixteen title postings including: Introductory Essay, List of Resources, National Defense University, APA Reference Resource, HPO, Strategic Needs Analysis, Budgeting, Ethics, Evaluation, Scope and Scan SWOT Benchmarking, ORAP, Midterm, Class List and Article Critique. This comprehensive listing displays a big picture view of the class and will be very beneficial as a future resource.

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The information from the website can be used in the world of work on the Mega, Macro and Micro levels. On the Micro level, it provides a reference for information when designing training materials to help meet the organizational objectives at the Macro level. This will benefit the guests and stakeholders on the Mega level.

Learning about strategic needs analysis and strategic planning increased my understanding of the process and how my role as a trainer fits into the overall objectives of the organization.

This class generated curiosity to encourage further investigation in strategic planning, training linkages, organizational learning and HPO. The importance of aligning people, performance and payoffs will remain foremost in my mind as a result of this class.

References

Balogun, J. & Johnson, G. (2004). Organizational Restructuring And Middle Manager

Sensemaking. Academy of Management Journal, 47 (4), 523-549.

Davenport, R. (2005, October). Listen Up!. Trends, 59, 18-21.

Kaufman, R., Leigh, D., Oakley-Browne, H. & Watkins, R. (2003). Strategic

Planning for Success Aligning People, Performance and Payoffs. San Francisco, CA John Wiley & Sons, Inc.

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