1. Aligning Training with Strategy
Welcome to
Aligning Training with Strategy
Talent Management (People Development) - - AUC / SCE - HM

2. General Open Systems Model
INPUT PROCESS OUTPUT
Systems External Environment
Talent Management (People Development) - - AUC / SCE - HM

3. Training as a Subsystem within the Organizational System
TRAINING SUBSYSTEM
Organizational Needs
Analysis
Knowledge
Employee Needs
Design
Skills
Budget
Development
Attitudes
Equipment
Implementation
Motivation
Staff
Evaluation
Job Performance
INPUT
PROCESS
OUTPUT
TRAINING’S ORGANIZATIONAL ENVIRONMENT
Mission
Strategy
Structure
Policies
Procedures
Finances
Resources
People
Products
Technology
Talent Management (People Development) - - AUC / SCE - HM

4. Training Processes Model
An effective training system is a set of processes designed to transform organizational INPUTS to OUTPUTS that meets organizational needs.
Talent Management (People Development) - - AUC / SCE - HM

5. Training Processes Model
Needs Analysis Phase
Design Phase
Development Phase
Implementation Phase
Evaluation Phase
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6. Trends in Training Aligning training with business strategy
Managing Talent due to changing demographics
Improving the training function
Quality
Legal issues
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7. Quality and Continuous Improvement
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8. Talent Management (People Development) - - AUC / SCE - HM
Training to Quality
Training must be seen as an Integral Part of the organization’s performance improvement system.
High-Quality products and services are necessary to stay in business in today’s competitive markets.
Talent Management (People Development) - - AUC / SCE - HM

9. International Organization for Standardization (ISO)
There are five stages in the certification process:
Pre-Audit
Process Mapping
Change
Training
Post-Audit
Talent Management (People Development) - - AUC / SCE - HM

10. International Organization for Standardization (ISO)
Pre-Audit: How you are doing now
Process Mapping: Documenting the way things are done
Change: Developing improving processes to reach desired level of Quality
Training: training in the new process
Post-Audit: assessing how well you are doing after the changes and continuing the improvement process
Talent Management (People Development) - - AUC / SCE - HM

11. The ISO Certification Advantages
Companies with ISO certification find the following advantages:
Improved Efficiency
Higher Productivity
Better Internal Communication
Improved quality image and market opportunities
Talent Management (People Development) - - AUC / SCE - HM

12. The ISO Certification Advantages
Companies with ISO certification find the following advantages:
Increased customer preference
Increased awareness of opportunities for process and quality improvement
Reduced costs and improved ability to document quality control processes to their customer
Talent Management (People Development) - - AUC / SCE - HM

13. Aligning Training with Strategy
Talent Management (People Development) - - AUC / SCE - HM

14. Talent Management (People Development) - - AUC / SCE - HM
Strategic Planning
Strategic Planning is to build a good fit between the organization and its future environment.
To be effective, strategic planning should occur throughout the organization, with each higher level of the organization to providing direction to the lower level.
The Units develop their own strategies and tactics to achieve the organizational strategies.
Talent Management (People Development) - - AUC / SCE - HM

15. Talent Management (People Development) - - AUC / SCE - HM
Food for Thought
The success of the strategy depending heavily on the competencies of the workforce.
Talent Management (People Development) - - AUC / SCE - HM

16. Linkage between Strategy, Tactics, and Objectives
Competitive
Strategy
Mission
Opportunities
Threats
Strengths
Weaknesses
Tactical Activities
Unit
Objectives
Unit
Strategies
and Tactics
Employee
Objective
Implementation, Evaluation, and Feedback
Copyright c 2010 Pearson Education, Inc. Publishing as Prentice Hall

17. Organizational Mission
A Mission Statement articulates why the organization exists.
The Mission Statement is the focal point for strategy development.
Talent Management (People Development) - - AUC / SCE - HM

18. An Example of a Mission Statement
We help you organize the world’s information and make it universally accessible and useful
Talent Management (People Development) - - AUC / SCE - HM

19. Talent Management (People Development) - - AUC / SCE - HM
Competitive Strategy
Competitive Strategy focuses on positioning the company’s products and services in the marketplace.
This important strategy encompasses the Internal and External choices the company makes to improve or retain its Competitive Position.
Talent Management (People Development) - - AUC / SCE - HM

20. Types of Competitive Strategy
Market Leader
Cost Leader
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21. Talent Management (People Development) - - AUC / SCE - HM
Market Leader
Referred to as Prospectors and Innovators.
Their strategy is to find and exploit new product and market opportunities.
Success depends on their capacity to survey a wide range of environmental conditions, trends, and events and to move quickly to opportunities.
Talent Management (People Development) - - AUC / SCE - HM

22. Talent Management (People Development) - - AUC / SCE - HM
Cost Leader
Referred to as the defender strategy.
This strategy’s main goal is to be the Low-Cost Provider in the industry.
Success depends on pricing competitiveness and having a product that is acceptable to the market.
Talent Management (People Development) - - AUC / SCE - HM

23. Example of a Cost Leader Strategy
An Organizational HRD unit looking for outside training
Choosing between large number of external training contractors or a single contractor who guarantees a low price.
Both tactics can reduce the cost of needed products or services, but they result in different effects on purchasing activities of the organization and on supplier relationships.
Talent Management (People Development) - - AUC / SCE - HM

24. Organization Development, Strategy and Training
The very best outcome that training can achieve is the increase in trainee’s capabilities, that is, the trainee’s ability to perform.
Organization Development is focused on the Management of Performance.
Organization Development deals with creating and implementing planned change.
Talent Management (People Development) - - AUC / SCE - HM

25. Organization Development and Strategy
Organizations must resolve the following three core issues in developing and implementing strategy:
Technical Design Issues.
Cultural / Ideological Issues
Political Issues
These three issues are critical to the organization’s ability to achieve its objectives.
Talent Management (People Development) - - AUC / SCE - HM

26. Technical Design Issues
These issues arise in relation to how the product or service will be determined, created and delivered
Talent Management (People Development) - - AUC / SCE - HM

27. Cultural / Ideological Issues
These issues relate to the shared beliefs and values that employees need to hold for the strategy to be implemented effectively
Talent Management (People Development) - - AUC / SCE - HM

28. Talent Management (People Development) - - AUC / SCE - HM
Political Issues
These issues occur as a result of shifting power and resources within the organization as the strategy is pursued
Talent Management (People Development) - - AUC / SCE - HM

29. Talent Management (People Development) - - AUC / SCE - HM
Questions Please
Thank you,,,
Talent Management (People Development) - - AUC / SCE - HM