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Chapter

6Training Employees

1. Discuss how to link training programs to organizational needs.

2.  Explain how to assess the need for training. 3.  Explain how to assess employees’ readiness

for training.4. Describe how to plan an effective training

program.5. Compare widely used training methods.6. Summarize how to implement a successful

training program.7. Evaluate the success of a training program. 8.  Describe training methods for employee

orientation and diversity management.

What Do I Need to Know?

1Strategies, Trends, and

Challenges in HRM Strategies, Trends, and

Challenges in HRM

C H A P T E R

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Canada’s Most Respected - RBC

For the second consecutive year, RBC Financial Group received the highest ranking in Ipsos-Reid’s “Canada’s Most Respected Corporations” survey. Criteria for selection includes Human Resource Management practices. In full page newspaper ads, RBC attributed this success to its 69,873 employees

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Introduction

Human resource management (HRM) is defined as the policies, practices, and systems that influence employees’ behaviour, attitudes, and performance

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HR and Company Performance

HRM has traditionally been viewed as a expense, rather than a source of value to the organization

Human capital An organization’s employees described in terms of

characteristics that add economic value e.g. training, experience, insight, etc.

Human resources: Valuable Rare Cannot be imitated Have no good substitutes

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Impact of Human Resource Management

.

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All other businessesAll other businesses

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Responsibilities of HR Departments6 of 18

HR DepartmentsHR Departments

LegalLegalComplianceCompliance

Recruiting &Recruiting &HiringHiring

HR PoliciesHR Policies

Employee &Employee &Labour RelationsLabour Relations

Training &Training &DevelopingDeveloping

ManagingManagingPerformancePerformance

Total RewardsTotal Rewards

Analyzing & Analyzing & Designing JobsDesigning Jobs

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HR as a Strategic Partner7 of 18

HumanHumanResourceResource

ManagementManagement

ProductivityProductivityImprovementImprovement

Expanding intoExpanding intoGlobalGlobal

MarketsMarketsOutsourcingOutsourcing

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HR Professional Capabilities Profile8 of 18

Managing ClientManaging ClientRelationshipsRelationships

StrategicStrategicContributionsContributions

ProfessionalismProfessionalism

BusinessBusinessAcumenAcumen

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HR Responsibilities of Supervisors

Many HR activities are carried out by supervisors:

Help define jobs Forecast HR needs Interview and select candidates Train, coach and develop employees Appraise performance Recommend pay increases and promotions Communicate policies & comply with laws Provide motivational environment

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Careers in HRM10 of 18

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Environmental Trends Impacting HRM

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Change in the EmploymentChange in the EmploymentRelationshipRelationship

• New psychological contract

Change in the Labour ForceChange in the Labour Force

• Aging workforce• Diverse workforce• Skill deficiencies

High-Performance WorkHigh-Performance Work SystemsSystems

• Knowledge workers• Employee engagement• Teamwork• Increasing education

Technological ChangeTechnological Change

• HRIS• Connectedness• E-HRM applications• Self-service

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Change in the Labour Force

Labour force: All the people willing and able to work Internal labour force: the organization’s

workersExternal labour market: Individuals who

are actively seeking employment

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An Aging Workforce

Canada’s population and labour force are aging

Impending shortage of workers as the labour forces in many developed countries will be shrinking

Concerns related to retirement planning, retraining older workers, motivating plateaued employees, controlling health-related costs

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Age Distribution of Canadian Population, 2006 & 2016

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A Diverse Workforce

The Canadian labour force is growing more diverse:

Employment Equity designated groups: Visible minorities and immigrants provide

competitive knowledge More women in the workforce Growth of aboriginal population Persons with disabilities provide a productive

source of employees

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High-Performance Work Systems

Knowledge workers Employees whose main contribution is

specialized knowledge Employee engagement

The extent that employees are satisfied, committed to, and prepared to support what is important to the organization

Teamwork Increasing levels of education

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Technological Change in HRM

Human resource information system (HRIS) A computer system used to acquire, store,

manipulate, analyze, retrieve, and distribute information related to an organization’s human resources

Connectedness: A changing economy Growing use of e-business

E-HRM Self-service

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Change in the Employment Relationship

A new psychological contract Companies demand:

Excellent customer service, high productivity, employees to take responsibility for their careers

Employees want: Flexible work schedules, effective work

environment, more control, training and development, financial incentives

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