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Learning and Talent Development vol. 2

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16 listopada 2011

If you are asking for people’s training needs, then as an organisation you need to be able to meet them, or at least partly meet them, relatively quickly. If people ask for training and don’t receive it they can get disenchanted and it affects their view of training

Claire Kruse, Training and Development Manager, National Trust

In the last week’s article we identified six types of TNAs. What we did not mention though how important the levels at which TNA should be undertaken are. These are: organizational level, team/department level, and individual level. Why is it crucial to take into consideration all three levels? In order to be able to create a balanced training strategy which looks at the big picture, i.e. the organization’s goals and objectives as well as the needs of individual employees. The data which you’re going to gather at all three levels, once analysed, will help you put together a learning and development plan which should cover the following issues: organizational objective of the training, knowledge and skills required, participants, the methodology applied, evaluation methods, and finally cost of the training and its date. It is essential to identify potential benefits of the training for the organization. Below you can find example advantages of the well-developed L&TD plan.

Glossary:

to mention – wspomnieć
to undertake – podejmować się
crucial – kluczowy, istotny
to take into consideration – brać pod uwagę
big picture – ogólna perspektywa, ogólne spojrzenie bez wchodzenia w szczegóły
to gather – zebrać

Exercise 1:

Read the following statements and complete them with the words given in the table:

competencies; services; morale; succession; errors; turnover;

1.growth of motivation level and ________
2.lower __________ and recruitment process expenses
3.increase of efficiency due to improvement of the staff ________
4.reduction in the number of ________
5.fewer accidents
6.higher quality of ________
7.sustainability and ________ planning

Glossary:

competency – kompetencja
succession – sukcesja – planowanie przekazywania stanowisk następcom
sustainability – zrównoważony rozwój

Once you’ve learned that the well-planned training strategy in nothing but gains for the organization, it’s time to consider the methodology which you’re going to apply. There is an array of methods to chose from, thus when selecting the method to be used take into account all the essential factors, such as the employees’ preferences, the number of participants (followed by the budget), their needs etc. The methods you might consider include the following:

• in-house training courses
• courses conducted by external institutions
• conferences
• e-learning/blended learning
• coaching etc.

If you’re wondering which of the above would best for your organization, you’ll have to come back next week for their more detailed descriptions. However, you can have a look at the results of a survey conducted by Chartered Institute of Personnel and Development among 600 private and public sector organizations in 2010. According to the study there is a great focus on the staff development despite the organizations’ training budgets being reduced. Due to this factor companies turned to more cost-effective solutions such as e-learning (65% of respondents), coaching by line managers (47%), in-house training programmes (45%), and so on.

Glossary:
gain – korzyść
to apply – zastosować
array – wachlarz (możliwości)
to take into account = to take into consideration
focus – koncentracja
to turn to – zwrócić się ku czemuś
cost-effective – opłacalny

Exercise 2
Match the words with their synonyms:

More English for HR at www.s-teem.pl

Key:
Ex. 1
1-morale; 2-turnover; 3-competencies; 4-errors; 6-services; 7-succession
Ex. 2
1-f); 2-b); 3-g); 4-c); 5-a); 6-d); 7-h); 8-e)