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Strategic Planning, Training, and OD

Strategic Planning, Training, and OD. Chapter #2. Learning Outcomes. By the conclusion of this discussion you should: Have reviewed the strategic planning process and learned how the process effects HRD.

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Strategic Planning, Training, and OD

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  1. Strategic Planning, Training, and OD Chapter #2

  2. Learning Outcomes • By the conclusion of this discussion you should: • Have reviewed the strategic planning process and learned how the process effects HRD. • Understand the importance of including HRD professionals in the strategic planning process. • Understand the basics of a learning organization. • Be able synthesize the principles of strategic planning and HRD strategy and apply those principles to an actual case study.

  3. Strategic Planning Mission & Goals Formulate Strategy SWOT (External & Internal) Implement Strategy • External • Competition • Suppliers • Distributors • Environment • Internal • Structure & design • Culture • Resources • Labor

  4. Influence of HRD on Strategy • HR issues are central to long-term business success. • Employees must work quickly & be more responsive • Employees must be flexible and adapt to change • Employees must have the KSA to grow the business. • Shrinking labor pool with requisite KSA

  5. Learning Organizations • Organizations whose systems support creativity, KSA acquisition, and transfer. • Employees change behavior in accordance with new KSA. • KSA are inherit to organizations competitive advantage. • Organizations who invest large amounts of time, energy, and people in the effort.

  6. HRD and the Learning Organization • Know the business and the strategic direction. • Create learning situations, opportunities, and systems. • Must fit culture, systems, and values • Empower employees to identify and meet training and development needs. • Implement technology for record keeping and training administration.

  7. HRD Strategy • External HRD Factors • Competition/Resources (external providers) • Law and regulations • Technology • Economic Conditions • Internal HRD Factors • Organizational and HR strategy • Organizational culture

  8. Strategic Training Alternatives • Primary Provider • Training activities are provided in house • Centralized HRD function (adequate staff) • Advantages: control, consistency, cost • Manager/Intermediary • Training activities are provided by outside venders • Used in small organizations or large organizations with rapidly changing environments • Advantages: flexibility, decentralized structure

  9. Conclusion • HR and HRD must be included in the strategic planning process of any organization in order for the plan to be successful. • HRD must pay attention to both the external and internal environmental factors that effect the strategic planning process. • Good HRD professionals will orchestrate the HRD strategy to perfectly align with the overall business strategy.

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