Page 38 - DMGT518_TRAINING_AND_DEVELOPMENT_SYSTEM

Unit 2: Strategic Training

2.6 Summary Notes

 The global competition and the country’s ambition to join ranks with the developed
countries require that, its existing approach to development and training undergo
fundamental change.
 Strategic training is a part of an ongoing process of professional development or simply
about learning specific skill.
 The steps in the strategic training and development process are Organizational Objectives,
Needs Assessment, Finding Gap, Training Objectives, Select the Trainees, Select the Training
Methods and Mode, Choose a Means of Evaluating, Administer Training and Evaluate the
Training.

 The key organizational forces that drive the successful transfer of training are: Peer support,
Supervisor support, Trainer support, Climate, Culture and Rewards systems.

 Training needs in different strategies are available for use in employment contexts includes
Strategic Context analysis, Strategic User analysis, Strategic Work analysis, Strategic Content
analysis, Training suitability analysis and Cost-benefit analysis.
 An analysis of the business needs or other reasons the training is desired in respect with
whole of organisational strategy.

 The three model of organizing training are: System Model, .Instructional System
Development Model and Transitional Model.
 Dave Ulrich Model as a strategic framework for managing competitive environment
consist of four aspects which are Change Management, Organisational Diagnose, Personnel
Care and Administrative Expert.

 Outsourcing in training could be total or in part. In total outsourcing, the company has to
do just two things namely nominating the trainers and paying the training fees.
 Partial outsourcing becomes inevitable when the organization has some training resources
but doesn’t have all the required resources.

2.7 Keywords

Apprenticeships: This means involvement of several related groups of skills that allow the
apprentice/trainee to practice a particular trade, and it take place over a long period of time.
Internships and Assistantships: These are usually a combination of classroom and on-the-job
training used to train prospective managers or marketing personnel.

Job Rotation: It involves moving an employee through a series of jobs so he or she can get a
good feel for the tasks that are associated with different jobs.
Simulation: These are training techniques that attempt to bring realistic decision-making
situations to the trainee.
Strategic Context Analysis: An analysis of the business needs or other reasons the training is
desired in respect with whole of organisational strategy.

2.8 Review Questions

1. Why has HR Management and strategic training assumed importance in India? What steps
has the government and industry taken in this regard?

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