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Training and Development System Amit Kumar Sharma, Lovely Professional University

Notes Unit 2: Strategic Training

CONTENTS
Objectives
Introduction
2.1 Evolution of Training Role

2.2 Strategic Training and Development Process
2.3 Organisational Factors Influencing Training
2.3.1 Training Needs in Different Strategies
2.3.2 Redefining HR Role
2.3.3 Economic Rationale for Investing in Training

2.4 Organisation of Training
2.4.1 Models of Organising Training Department
2.4.2 Strategies for Managing Competitive Environment
2.5 Outsourcing Training
2.6 Summary
2.7 Keywords

2.8 Review Questions
2.9 Further Readings

Objectives

After studying this unit, you will be able to:

 Explain the strategic training and development process
 Recognize the organizational factors influencing training
 Describe the models of organizing training department
 Discuss the aspects of outsourcing training

Introduction

Arthur Anderson’s book “Delivering on the Promise” also points out the dire necessity of
determining the best fit between HR strategy and Business Strategy. Whether it is HR planning
or training and development plan, they have to be integrated with strategic plans of the company.
The HR professional will have to go deeper and understand the business in a much more
comprehensive manner by participating actively in corporate task forces like BPR, ISO, EVA,
Human Capital Programmes, etc.
Critical HR services shall include compensation/wage revisions, talent scouting, benefits,
employee welfare programmes and training. The way in which compensation is linked to
individual/team performance, company performance, market value of the skill special
competencies, etc., would perhaps become more important than quantity of compensation. This
is a critical HR delivery.

12 LOVELY PROFESSIONAL UNIVERSITY