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Training and Development in the Workplace Natalie Hebden CUNO, Inc. September 4, 2003

Training and Development in the Workplace Natalie Hebden CUNO, Inc. September 4, 2003. Did You Know?. Eniac, the first modern computer, was built in 1944 and cost tens of millions of dollars. It was larger than an eighteen wheeler and weighed more than 17 full size automobiles.

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Training and Development in the Workplace Natalie Hebden CUNO, Inc. September 4, 2003

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  1. Training and Development in the Workplace Natalie Hebden CUNO, Inc. September 4, 2003 1

  2. Did You Know? • Eniac, the first modern computer, was built in 1944 and cost tens of millions of dollars. • It was larger than an eighteen wheeler and weighed more than 17 full size automobiles. • It used 140,000 watts of electricity while executing 5,000 basic mathematical problems per minute. • Today’s processors are built on a dime sized piece of silicon and weigh less than a pack of Sweet and Low. • A Pentium computer with 512MB of RAM & 40GB hard drive can be purchased for around $1200. • Modern computers use less than 2 watts of electricity, solve over 54 million advanced mathematical problems per second and do all this with color, sound and animation. 2

  3. Why is this important? • To remain competitive, companies must keep current with all types of technologies, including training. • Greatest strides in increasing economic competitiveness comes from the most critical resource: Your People!! 3

  4. CUNO, Inc. • Founded in 1912 by Charles Cuno. • CUNO designs, manufactures, and markets a comprehensive line of filtration products for the separation, clarification and purification of liquids and gases. • Defined segments of Potable Water, Healthcare, and Fluid Processing. 4

  5. To remain competitive, Connecticut businesses need: • Training & Development programs that addresses specific business challenges • Life long learners in the workforce • Collaboration with Educators, Business Associations, Unions, etc. 5

  6. Need T & D that addresses specific business challenges • Can’t just throw training at a problem! • Need to focus on Human Performance Improvement – HPI. • A set of methods, procedures and strategy for solving problems related to performance of people. • Includes performance analysis, cause analysis and intervention selection. 6

  7. Performance Analysis • Examining the organizations performance requirements in light of it’s objectives and capabilities. • Desired state - competencies and skills necessary to carry out organizations strategy and mission. • Actual state - current competency and ability level of workforce. • Performance gap - gap between two states – problem to be solved. 7

  8. Cause Analysis • Identify specific factors that contribute to the performance gap. • Typical interventions treat only visible symptoms rather than underlying root causes. • Critical link between identified performance gaps and the appropriate interventions. 8

  9. Intervention Selection and Design • Systematic, comprehensive, integrated (systemic) response. • Combination of interventions – multifaceted approach. • Based on cost effectiveness and overall benefit to organization. 9

  10. For more information on HPI: ISPI.org International Society of Performance Improvement 10

  11. Life long learners in the workforce • Education Assistance programs that encourage and support continued education. • Corporate funding for training & development initiatives – REGARDLESS of current Quarter numbers – long term view. 11

  12. Collaboration with Educators, Business Associations, Unions, etc. • Power of many. • Building partnerships that meet and support the needs of business and individuals. • Develop education programs that incorporate theory with real world. 12

  13. In conclusion • Need to embrace knowledge and technology to remain competitive. • Strategic Training & Development is a critical element. • Partnerships provide power of many in leveraging programs. 13

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