Employee Training & Development by Raymond A. Noe | Strategic Management | EmploymentAll rights reserved. Learning Objectives Discuss how business strategy influences the type and amount of training in a company Describe the strategic training and development process Discuss how a companys staffing and human resource planning strategies influence training Explain the training needs created by concentration, internal growth external growth, and disinvestment business strategies. Different functional and cultural perspectives are appreciated. Employees are encouraged to take risks, innovate, and explore the untested and unknown, such as trying new processes and developing new products and services. Thoughtful review of the companys processes is encouraged. Learning Processes and Practices Knowledge creation, dissemination, sharing, and application are practiced. Systems are developed for creating, capturing, and sharing knowledge.
(.PDF) Employee Training Development 5th Edition by Noe, Raymond Andrew Textbook
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Employee Training and Development
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This chapter provides an in-depth treatment of how training should be aligned with the strategic goals of an organization to help it achieve a competitive advantage. The chapter begins by discussing how training can be strategic along with a discussion of the evolution of the training function. It proceeds to discuss learning as a strategic focus, the strategic training and development process, and organizational characteristics that influence training, and training needs in different strategies. The chapter concludes by addressing different models of organizing the training department, how to create a training brand, and the advantages and limitations of outsourcing training. For training to help a company gain a competitive advantage, it must be aligned with its strategic focus.