Group 3, Chapter 10
This document was uploaded by user and they confirmed that they have the permission to share it. If you are author or own the copyright of this book, please report to us by using this DMCA report form. Report DMCA
Overview
Download & View Group 3, Chapter 10 as PDF for free.
More details
- Words: 934
- Pages: 23
Training & Development Issues & HRIS Application
Group – 3 Jaspreet (20) Manas (25) Preetam (34) Shakti (45) Snigdha (48) Sonali (50)
AGENDA INTRODUCTION……………………………………………………Sonali TRAINING METRICS AND COST BENFIT ANALYSIS….Manas HRIS APPLICATION IN TRAINING…………………………………………………………….Preetam LMS……………………………………………………………………..Snigdha HRIS LEARNING APPLICATIONHRIS T&D APPLICATIONS IMPLEMENTATION ISSUES……………………………………Jaspreet SUMMARY……………………………………………………………Shakti
Training metrics and cost benefit analysis • Cost – direct, indirect • Benefit –time taken, intangible • Different models • Balance score card • ROI
•Critical factors for evaluation •Evaluation happens in complex, dynamic, variable environment •Political activity •Purpose full , planned , systematic
Conversion in to monetary value 1. 2. 3. 4. 5. 6.
Reaction , satisfaction, planned action Learning and application Implementation Business impact ROI Intangibles
5 steps to conversion Focus on single unit of improvement in out put ,time , quality Value for each data unit Change in out put performance Annual amount of monetary change in performance Annual value
Uses of HRIS Information on the monetary benefits of T&D Increased production Reduce the no of complaints Compare the data collected on the cost of T&D
Determining appropriate training metrics that may be employed to perform any meaningful CBA. Creating an elementary T&D system by using a spreadsheet or database desktop application. Finally the choice of a system is contingent on the T&D needs of an organization,its budget,and its ICT capabilities.
HRIS Applications in Training Traditional Training software were used for training administration purposes. Current demands of training applications in terms of compatibility with existing systems, analytical functionality an accessibility to meet business needs. Primary demand – Furnishing usable information to key decision makers to achieve both administrative & strategic demands Useful HRIS information should possess three characteristics: It must be presented in a user friendly manner It must be meaningful and appropriate It must be used effectively in decision making process to support an organization's overall business strategy
Elementary HRIS training database are easily set up using commercial or open-source desktop software which can be used to collect, store & analyze training related HR information.
This spreadsheet can be imported into most training applications. So many organizations create bespoke databases which are more efficient in data collection & analysis . These databases allows users to run queries. The amount of data collection & the level of analysis that a spreadsheet application permits are limited.
Basic Elements an electronic T&D database Data Element Employee Information
Training History Training course completed
Subcategory 1 Employee ID
Subcategory 2
Employee Name
Title First Name Middle Name Second Name
Social Security number Department Position Reporting To Date of training ( Start & End) Training methods Course Course provider Training location
List of departments List of positions
List of common courses List of common providers In-house Out-house Online
Result Duration Cost Notes on performance Certified skills & competencies Professional memberships Educational qualifications
List of professional organizations
HRIS/Learning Applications:LMS Classification
Uses and Capabilities
Administrative system
•Basic employee and T & D records . •Calculation of training costs. •Administrative permissions.
Training management system
•Assignment of training based on skills and certification requirements •Authoring of training courses and initiatives •Online access to courses •Tracking of training attendance and results
Talent Management System
•KSA assessments •Recruiting
HRIS T&D – Implementation Issues Imitate what the competitors do, without having necessary expertise Focus has always been on tangible gains and intangible gains have always been ignored Not aligned with the overall T&D, HR and business strategies Employees don’t complete the e-learning the program they are enrolled in Poor planning, most of the time is the main issue
Ways to overcome the issues (NYU) Develop a culture that takes online learning as seriously as classroom training Do individual comparisons Hold managers accountable for the success of their employees Use managers as role models Create a social dimension to e-learning
Contd. Make expectations clear up front Provide formal rewards Track performance Get personal Hold a team competition Launch a communications campaign
Core features of LMS Data base of courses Data base of people Self service transactions Email notifications E-learning delivery system Accounting and billing system Tracking and reporting of learning activities and results Administration of courses of curriculum.
LMS companion Products Learning content Management(LCMS): Store and develop T&D content To track training attendance and completion records.
Talent Management systems/software (TMS) Virtual Learning environment (VLE): live and recorded webcasts web conferencing
Collaboration: - Online discussions , messaging , polling - Distribution class schedules and assignments
HR Applications : - Performance management - Succession Planning/ Talent Management
Importance of LMS • Beckers and Bsat’s model 1. Management Informaion System (MIS) 2. Decision Support System (DSS) 3. Group Decision Support System (GDSS) 4. Expert Systems (ES) 5. Artificial Intelligence (AI)
Summary Distinction between learning, training and development in order to know the KSA. Knowledge creation, innovation and organizational learning are inextricably linked to an organization’s capacity to remain competitive. Range of e-learning methods, role in knowledge acquisition, advantages and disadvantages
Careful analysis of training needs ,various LT&D methods and individual learning styles is necessary to ensure transfer of learning. HRIS T&D applications are vital To identify training needs To design LT&D solutions and methods To implement these initiatives To evaluate the effectiveness of training To asses the ROI on training
It’s a G roup 3 presentation
Group – 3 Jaspreet (20) Manas (25) Preetam (34) Shakti (45) Snigdha (48) Sonali (50)
AGENDA INTRODUCTION……………………………………………………Sonali TRAINING METRICS AND COST BENFIT ANALYSIS….Manas HRIS APPLICATION IN TRAINING…………………………………………………………….Preetam LMS……………………………………………………………………..Snigdha HRIS LEARNING APPLICATIONHRIS T&D APPLICATIONS IMPLEMENTATION ISSUES……………………………………Jaspreet SUMMARY……………………………………………………………Shakti
Training metrics and cost benefit analysis • Cost – direct, indirect • Benefit –time taken, intangible • Different models • Balance score card • ROI
•Critical factors for evaluation •Evaluation happens in complex, dynamic, variable environment •Political activity •Purpose full , planned , systematic
Conversion in to monetary value 1. 2. 3. 4. 5. 6.
Reaction , satisfaction, planned action Learning and application Implementation Business impact ROI Intangibles
5 steps to conversion Focus on single unit of improvement in out put ,time , quality Value for each data unit Change in out put performance Annual amount of monetary change in performance Annual value
Uses of HRIS Information on the monetary benefits of T&D Increased production Reduce the no of complaints Compare the data collected on the cost of T&D
Determining appropriate training metrics that may be employed to perform any meaningful CBA. Creating an elementary T&D system by using a spreadsheet or database desktop application. Finally the choice of a system is contingent on the T&D needs of an organization,its budget,and its ICT capabilities.
HRIS Applications in Training Traditional Training software were used for training administration purposes. Current demands of training applications in terms of compatibility with existing systems, analytical functionality an accessibility to meet business needs. Primary demand – Furnishing usable information to key decision makers to achieve both administrative & strategic demands Useful HRIS information should possess three characteristics: It must be presented in a user friendly manner It must be meaningful and appropriate It must be used effectively in decision making process to support an organization's overall business strategy
Elementary HRIS training database are easily set up using commercial or open-source desktop software which can be used to collect, store & analyze training related HR information.
This spreadsheet can be imported into most training applications. So many organizations create bespoke databases which are more efficient in data collection & analysis . These databases allows users to run queries. The amount of data collection & the level of analysis that a spreadsheet application permits are limited.
Basic Elements an electronic T&D database Data Element Employee Information
Training History Training course completed
Subcategory 1 Employee ID
Subcategory 2
Employee Name
Title First Name Middle Name Second Name
Social Security number Department Position Reporting To Date of training ( Start & End) Training methods Course Course provider Training location
List of departments List of positions
List of common courses List of common providers In-house Out-house Online
Result Duration Cost Notes on performance Certified skills & competencies Professional memberships Educational qualifications
List of professional organizations
HRIS/Learning Applications:LMS Classification
Uses and Capabilities
Administrative system
•Basic employee and T & D records . •Calculation of training costs. •Administrative permissions.
Training management system
•Assignment of training based on skills and certification requirements •Authoring of training courses and initiatives •Online access to courses •Tracking of training attendance and results
Talent Management System
•KSA assessments •Recruiting
HRIS T&D – Implementation Issues Imitate what the competitors do, without having necessary expertise Focus has always been on tangible gains and intangible gains have always been ignored Not aligned with the overall T&D, HR and business strategies Employees don’t complete the e-learning the program they are enrolled in Poor planning, most of the time is the main issue
Ways to overcome the issues (NYU) Develop a culture that takes online learning as seriously as classroom training Do individual comparisons Hold managers accountable for the success of their employees Use managers as role models Create a social dimension to e-learning
Contd. Make expectations clear up front Provide formal rewards Track performance Get personal Hold a team competition Launch a communications campaign
Core features of LMS Data base of courses Data base of people Self service transactions Email notifications E-learning delivery system Accounting and billing system Tracking and reporting of learning activities and results Administration of courses of curriculum.
LMS companion Products Learning content Management(LCMS): Store and develop T&D content To track training attendance and completion records.
Talent Management systems/software (TMS) Virtual Learning environment (VLE): live and recorded webcasts web conferencing
Collaboration: - Online discussions , messaging , polling - Distribution class schedules and assignments
HR Applications : - Performance management - Succession Planning/ Talent Management
Importance of LMS • Beckers and Bsat’s model 1. Management Informaion System (MIS) 2. Decision Support System (DSS) 3. Group Decision Support System (GDSS) 4. Expert Systems (ES) 5. Artificial Intelligence (AI)
Summary Distinction between learning, training and development in order to know the KSA. Knowledge creation, innovation and organizational learning are inextricably linked to an organization’s capacity to remain competitive. Range of e-learning methods, role in knowledge acquisition, advantages and disadvantages
Careful analysis of training needs ,various LT&D methods and individual learning styles is necessary to ensure transfer of learning. HRIS T&D applications are vital To identify training needs To design LT&D solutions and methods To implement these initiatives To evaluate the effectiveness of training To asses the ROI on training
It’s a G roup 3 presentation
Related Documents
Group 3, Chapter 10
June 2020 7
Form 3 Chapter 10
May 2020 8
Group 10
October 2019 17
Group 3
May 2020 10
Group 3
April 2020 27