2. Morning walk in Estoril
HRM
Webinar
THE LANGUAGE of
TRAINING AND
CAREERS
3. SUMMARY
Review of language from the last session
The language of careers and development
Staff training and development
CPD-the longer term view
Training and quality management
4. Review-The Language of
Performance Appraisals
attendance Review individual performance
punctuality Plan future work and role
organization Set up and agree specific individual goals
Identify development needs
time-management
Give on-the-spot coaching to the individual
relationship with colleagues
Allow the exchange of feedback
relationship with clients Focus on longer-term career progression
motivation Increase motivation
Set up objectives for future action
Set up development strategy and CPD
5. Excerpt from Job Specification
The post holder will be responsible for:
•Developing existing relationships with our existing client base
•Working closely with the sales manager and team to expand our client portfolio
•Leading the marketing team for our western European region
•Giving direct input to the innovations manager and his team
You will report directly to the Marketing Director and keep her informed of all
decisions made, as well provide regular reports to her and the CEO.
You will set up and hold regular meetings for all senior staff on a weekly basis.
7. Careers, personal skills and qualities
Put these events in Lucy’s career in chronological order.
She was offered a position as assistant to the marketing director
of Wilcos-a retail company.
Before graduating Lucy applied for a number of jobs.
She attended a second interview conducted by a panel of
managers.
She attended the interview but thought she hadn’t got the job.
While she was unemployed she took some courses on marketing
with the Open University.
She’s been working in Russia for six months.
She was dismissed after arguing with her boss.
She was shortlisted for an interview at Tula Marketing.
She was unemployed for six months.
She performed well and moved to Russia.
She graduated with a degree in marketing from Lancaster
University.
8. Lucy Looker graduated from Lancaster University with a
degree in marketing and before graduation she applied for a
number of different jobs.
She was offered a position as assistant to the marketing
manager at Wilco’s but was dismissed after arguing with her
boss, after which she was unemployed for six months.
During this period she took a number of courses on
marketing with the Open University.
She was shortlisted for an interview for a job at Tula
Marketing but wasn’t successful the first time around.
However, she was asked back for a second interview and
was offered the position in Russia, where she been for the
last six months. She performed well in the interview and has
recently completed her first performance appraisal.
She said that one of her goals is to attend as many training
sessions as she can to continue developing as a marketing
executive.
9. on the job training
off the job training
apply for
attend an interview Recruitment
be appointed
short-list
take a sabbatical
be unemployed Employment
retire
early retirement
be hired
resign Retirement
dismiss
make redundant
In every company, Human Resources (HR) training in many employee-
related and legally-related topics is mandatory, especially for managers and
supervisors. We need to equip our employees to handle their employee
relations responsibilities competently. But, for maximum positive impact and
learning, we need to make the training motivational and engaging.
10. Employees receive the training necessary to do their
job.
Employees receive training needed on new
technologies.
Training opportunities are fairly allocated across staff.
Supervisors support employee efforts to learn outside
the job (e.g. conferences, continuous education,
membership in trade and professional organizations)
High priority is given to providing appropriate training.
11. Staff training and development
The term training refers to the acquisition of knowledge, skills and competencies as a
result of the teaching of vocational or practical skills and knowledge that relate to
specific useful competencies.
innovative Creating and offering professional development
memorable opportunities is and integral part of HR management.
practical
convincing Staff training should have impact.
hands-on
entertaining Making opportunities available is an important
useful responsibility for managers.
informative
stimulating CPD adds value to both the individual and the
transferable organization.
motivating
team-building
12. on the job training Employees appreciate the chance to develop knowledge
apply for and skills without ever leaving work. And, you can
attend an interview customize the job training employees receive to your
be appointed workplace needs, norms, and culture. Internal job training
short-list and employee development bring a special plus. Unlike
take a sabbatical external job training, examples, terminology, and
be unemployed opportunities can reflect the culture, environment, and
retire needs of your workplace.
off the job training This relationship is a win-win for all parties: the employee
early retirement who seeks __________, the ______, and organizations
be hired that employ the ______pair. _____ is also a powerful
mentor form of job training and can contribute
resign experience, skills, and wisdom to a ______employee to
dismiss increase and expand employee development.
make redundant ______, whether with the boss or another experienced
employee, is key in employee development within your
organization.
13. Internal External Both Cost effective
mentoring
periodic in-house training from internal
sources
periodic in-house training from external
sources
seminars
conferences
sessions
presentations
promotions
transfer
lateral move
14. Sergey’s notes for some possibilities for Lucy’s
training plan.
Customer Service Management – in-house
Business Communications- external sessions
Business Admin & Mgmt- in-house
Team Leadership-mentor
Business Admin, Other – in-house
Team Building-external, weekend paintballing
PC Skills – Databases-in-house external
PC Skills – Project-in-house external Sergey Liminov
Management-in-house sessions-consultant HR Director
PC Skills - Project –internal-external provider Tula Marketing
Management-mentor
Marketing Related –external
Sales Related-internal –Sales Team Leader
Developing Brand Awareness-internal-consultant
15. CPD-the longer term view
Developing personal mastery
The learning organization
TQM
Quality assurance
Career phases
Job satisfaction
Skills flexibility
Skills diversity
Extending and stretching repertoire of skills
Career progress
Add value
A few things to think about
What role does CDP have in your organization?
What differences in PD characteristics and motivation characterise
your staff at different phases in their careers?
How is the impact of CPD evaluated in your organization?
16. Training and quality management
For consumers of your products or services it is the
actual experience of what your organization has
provided which determines their definition of quality.
To ensure staff are able to meet the needs of their roles
To motivate staff to deliver the organization’s objectives
To avoid the cost of lost business opportunities
To help staff meet their potential
To raise staff morale-people prefer to be creative,
innovative, adaptable and productive
To retain staff and clients
