CFO: What happens if we spend money training our people and then they leave?. 

Scene 1

CFO: What happens if we spend money training our people and then they leave?

TRAINING & DEVELOPMENT. Training is designed to permit learners to acquire knowledge and skills needed for their present jobs.
Development involves learning that goes beyond today’s job and has a more long-term focus.. 

Scene 2

Training is designed to permit learners to acquire knowledge and skills needed for their present jobs.
Development involves learning that goes beyond today’s job and has a more long-term focus.

TRAINING NEEDS ANALYSIS
Definition, Role & Requirement

is defined as a systematic process of identifying which kind of training is required and providing details related to training implementation.

in HRM is to understand the difference between the current and desired performance of the employee.

is a first step towards helping employee to improve their output at work.

Methods of TNA. Direct Observation. Interviews. Focus groups. 

Scene 3

TRAINING NEEDS ANALYSIS
Process. Step 1: Performance Gap Analysis. 

Scene 4

Create an appropriate performance benchmark.

Enable employees to evaluate their current skill sets.

Help the organization to set appropriate goals and achieve them.

Highlight the work quality issues in the organization.

Provide employee opportunity to upgrade skills.

TRAINING NEEDS ANALYSIS
COMPONENTS. Organizational Level. 

Scene 5

DESIGNING AND IMPLEMENTING EMPLOYEE DEVELOPMENT PROGRAMS. 

Scene 6

HOW DO YOU DESIGN EFFECTIVE TRAINING & DEVELOPMENT PROGRAMS FOR YOUR STAFF?

DESIGNING AND IMPLEMENTING EMPLOYEE DEVELOPMENT PROGRAMS

HOW TO IMPLEMENT AN EFFECTIVE EMPLOYEE TRAINING PROGRAM?. 

Scene 7

HOW TO IMPLEMENT AN EFFECTIVE EMPLOYEE TRAINING PROGRAM?

4. Incorporate Training & Development into Company Culture

3. Create Employee Development Program Guide

5. Track & Evaluate the Program’s Effectiveness

TALENT MANAGEMENT IN THE PHILIPPINE CONTEXT. refers to the process of developing and retaining current workers and attracting highly skilled workers to work for a company.. 

Scene 8

TALENT MANAGEMENT IN THE PHILIPPINE CONTEXT

refers to the process of developing and retaining current workers and attracting highly skilled workers to work for a company.

Right person in the right job
Retaining the top talent
Better hiring
Understanding employees better
Better professional development decisions

AREAS OF TALENT MANAGEMENT. Talent appreciation Potential enhancement Acquisition of talent
Knowledge management. 

Scene 9

Talent appreciation
 Potential enhancement
 Acquisition of talent
Knowledge management

Attracting talent
design talent management system
unbiased reward & recognition
flexible work environment
proper training
effective appraisal system
design job for talented people

TALENT MANAGEMENT STRATEGIES. 2. Keep talent
right location to attract & retain talent
assign right job to right talent
carrier & succession plan
balance age, race, gender, and color
eliminate non-working people
3. Manage talent
establish effective communication & cooperation
allow talent to create & apply knowledge
build trust on talent
set positive & constructive challenge
monitor talent as assets. 

Scene 10

2. Keep talent
right location to attract & retain talent
assign right job to right talent
carrier & succession plan
balance age, race, gender, and color
eliminate non-working people
3. Manage talent
establish effective communication & cooperation
allow talent to create & apply knowledge
build trust on talent
set positive & constructive challenge
monitor talent as assets

PROCESS OF TALENT MANAGEMENT. There are 8 steps:
Workforce planning
Recruiting
On brooding
Performance management Training & performance support Succession planning Compensation & benefits
Critical skill gap. 

Scene 11

There are 8 steps:
Workforce planning
Recruiting
On brooding
Performance management
 Training & performance support
 Succession planning
 Compensation & benefits
Critical skill gap

In today’s business environment of going global and competition, become intense. Talent polarity management become a critical key to achieve the success in long term in many organizations.

THANK YOU FOR LISTENING!
PRESENTED BY: MARY CONNIE BASADRE CARMAE G. RABOSA.. 

Scene 12

THANK YOU FOR LISTENING!
PRESENTED BY: MARY CONNIE BASADRE
                        CARMAE G. RABOSA.

https://www.slideshare.net/slideshow/training-needs-analysis-215805940/215805940

https://www.linkedin.com/advice/3/how-do-you-design-effective-training-development

https://www.thehrdigest.com/how-to-implement-an-effective-employee-training-and-developmentprogram/#:~:text=Implementing%20an%20effective%20employee%20training%20and%20development%20program,culture%2C%20and%20tracking%20and%20evaluating%20the%20program%E2%80%99s%20effectiveness.

https://www.slideshare.net/slideshow/talent-management-238882023/238882023

Green Creative Employee Training Talking Presentation

Scene 1 (0s)

Scene 2 (11s)

Scene 3 (38s)

Scene 4 (53s)

Scene 5 (1m 18s)

Scene 6 (1m 29s)

Scene 7 (1m 47s)

Scene 8 (2m 4s)

Scene 9 (2m 22s)

Scene 10 (2m 38s)

Scene 11 (2m 58s)

Scene 12 (3m 18s)