Thanks to the authors

1. Strategic Human Resource ManagementTRAINING AND DEVELOPMENT Presented by : Group- 9 ANSAR C.B No:10 BINU K.S No:15 JOYCEE SPJ No:28 PRINCE THOMAS No:39 SONA MATHEW No:51

2. What is SHRM Strategic human resource management is the process of linking the human resource function with the strategic objectives of the organization in order to improve performance.

3. Strategic HRM has been defined as: “ All those activities affecting the behaviour of individuals in their efforts to formulate and implement the strategic needs of business”

6. Traditional HR Versus Strategic HR

9. Benefits of SHRM 6. To ensure that people development issues are addressed systematically. 7. To supply information regarding the company's internal strengths and weaknesses. 8. To meet the expectations of the customers effectively. 9. To ensure high productivity. 10. To ensure business surplus thorough competency

10. Barriers to Strategic HR Short-term mentality/focus on current performance Inability of HR to think strategically Lack of appreciation for what HR can contribute Failure to understand line managers’ role as an HR manager Difficulty in quantifying many HR outcomes Perception of human assets as higher-risk investments

11. TRAINING AND DEVELOPMENT

12. CONTENTS DEFINITION MODEL ROLE PURPOSE STEPS METHODS

13. Training-definition “Any attempt to improve employee performance on a currently held job or one related to it.” Training refers to the methods used to give new or present employees the skills they need to perform their jobs. It is the act of increasing the knowledge and skills of an employee for a particular job.

15. Job oriented

16. Offered to both new and old employees

17. Continuous and never-ending process

20. Organizational analysis

21. Job analysis

22. Person analysis

23. Development of the training program

24. Designing a learning environment for training

25. Preconditions of learning-Trainability Support of trainees and others

27. Whole versus part learning

28. Massed versus spaced practice

29. Over learning

30. Goal setting

31. Knowledge of results

32. Attention

34. Reactions

35. Learning

36. Behavior

37. Results

40. Increase in morale of employees

41. Increased organizational viability and flexibility

42. Better human relations

44. 4 STEPS IN TRAINING AND DEVELOPMENT Needs Analysis (specific levels) Instructional Design (curriculum) Validation Implementation

47. OFF-THE-JOB TRAINING Methods: Lecture method Conference Role playing Training via CD ROM, the Internet and learning portals eg: headlight.com, click2learn.com

48. Special training programs Employee orientation programs Training for teams Information-technology training Diversity awareness training Sexual harassment training Creativity training Training for international assignments

49. THANKYOU