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Management Forum Conference

Management Forum Conference. Tuesday, 12 November 2002. Training & Development Perspective at McGill University Presented by Sophie F. Marcil & Robert Savoie. Agenda (Conference period: 2:15 to 3:15). Define the mission/purpose of T&D Major steps of T&D HR Specialist activity up-date

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Management Forum Conference

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  1. Management Forum Conference Tuesday, 12 November 2002 Training & Development Perspective at McGill University Presented by Sophie F. Marcil & Robert Savoie

  2. Agenda(Conference period: 2:15 to 3:15) • Define the mission/purpose of T&D • Major steps of T&D • HR Specialist activity up-date • Observations up to now • Define roles & responsibilities for: • Specialist HR • Management • Employee • Identify types of learning activities • What is in it for me: • Employee • Manager • HR Specialist priorities Prepared by S.F. Marcil

  3. 1.Define Training & Development • T&D efforts must lead toperformance improvement by enhancingknowledge, skills, competencies and behaviors. • T&D providestools and designs activities to ensure the improvement of skills, competencies, behaviors and to use learned knowledge. Prepared by S.F. Marcil

  4. 1.Define Training & Development(cont’d) The mission & purpose are what T&D does; • provide individual development focused on performance related to the current job; • provide career development focused on performance improvement related to future job assignments; • provide team development to be better prepared to adopt new ways of doing things, which together improve the efficiency of the organization. Prepared by S.F. Marcil

  5. 1.Define Training & Development(cont’d) There are 4 purposes for T&D: • Inducting new employee • Performing new duties & responsibilitiesfor incumbents • To improve competencies and skills in current position • To prepare for upward mobility and personal growth Prepared by S.F. Marcil

  6. 2.Major steps of T&D • Needs analysis • Design & Development • Implementation • Evaluation Prepared by S.F. Marcil

  7. Best in class Exceed objectives Meet objectives Training investment Tactical Basic Impact of implementation Productivity Survival Knowledge & skills Prepared by S.F. Marcil

  8. 3.HR Specialist activity up-date Meet with APOs/APRs & HR Managers… • Met APOs/APRs & HR Managers Prepared by S.F. Marcil

  9. 4.Observations – up to now T&D priorities • Support Managers in their Leadership role • Leadership skills • Conflict resolution process • Performance assessment • Change management • Development activities for future role • Change management • Time Management / Planning & Organizing Prepared by S.F. Marcil

  10. 4.Observations – up to now(cont’d) Concerns • Work load • Management support • Limited budget • Timing (September & January) Prepared by S.F. Marcil

  11. 5.Define Roles & Responsibilities HR Specialist • Support Management in needs’ analysis • For core programs • For specific needs • Propose training solutions • Identify University resources • Identify external resources • Guide consultant in curriculum development • Lead pilot projects • Develop evaluation processes • Ensure the availability of core training programs Prepared by S.F. Marcil

  12. 5.Define Roles & Responsibilities(cont’d) Management • Assess & discuss needs with HR Specialist and APO/APR • Provide feedback on identified training solution • Communicate to employee reasons for training and expectations • Support employee in attendance • Ensure employee can demonstrate new skills/ behaviors following training • Provide coaching to employees • Assess impact of training Prepared by S.F. Marcil

  13. 5.Define Roles & Responsibilities(cont’d) Employee • Initiate discussion with manager on training needs • Participate actively in the training session • Demonstrate new behaviors/skills when back to work • Show engagement in personal and team development • Provide feedback regarding all aspects of the training including the impact Prepared by S.F. Marcil

  14. 6.Types of learning activities • Readings • McGill Libraries(17 libraries on campus)www.library.mcgill.ca • McGill Bookstore(McTavish street)www.bkstore.com • Courses & workshops • Public sessions or customized courses • Courses leading to a certificate/diploma • Continuing Education programs (ex.: Career & Management Studies) • Faculties also offer programs (ex.: Engineering, Management) • Courses for development purposes for current or future position • International Executive Institute www.intranet.management.mcgill.ca Prepared by S.F. Marcil

  15. 6.Types of learning activities (cont’d) • Conferences • Various professional associations • Examples.: OIQ, ORHRI, etc. • Management Forum Conferences • On-the-job-assignment(Provides valuable hands-on experience) • Project assignment • Co-worker back-up • Shadowing • Day-to-day work to practice skills & display behavior • Task forces committees Prepared by S.F. Marcil

  16. 6.Types of learning activities (cont’d) • Web-based learning tools • Self-learning tool are developed when interactions are not required (CD-ROMs with self-assessment/test available) • Mentoring • Mentoring is a developmental, caring, sharing and helping relationship where one person invests time, know-how and effort in enhancing another person’s career growth and skills. Prepared by S.F. Marcil

  17. 6.Types of learning activities(cont’d) Individual development plan (example) Prepared by S.F. Marcil

  18. 7. What is in it for me! Employee • Helps you do a better job • Helps you use better the working tools • Helps you in dealing with system & process changes • Helps you prepare for a future position Prepared by S.F. Marcil

  19. 7. What is in it for me! (cont’d) Manager • Allowing employees to progress • Helps in getting staff behaviors be aligned with key organizational strategies • Helps in getting team members be better prepared for changes • Helps me in preparing successors for my organization(Back up and promotions) Prepared by S.F. Marcil

  20. 8. HR Specialist priorities • Meet with all faculties and departments representatives / committees • Understand McGill • Understand the organizations • Understand the challenges • Take note of urgent T&D needs • Completing T&D needs analysis • Establishing T&D priorities & identify learning solutions • Identifying internal facilitators to develop and provide training programs • Determining processes for the implementation of developmental & exchange programs. Prepared by S.F. Marcil

  21. In summary… • Prioritize our efforts; • Understand our roles vis-à-vis T&D; • T&D is more than events; • T&D must be part of our day-to-day; • T&D to improve performances now; • T&D allows us to be better prepared for the future. Prepared by S.F. Marcil

  22. Questions??????? Prepared by S.F. Marcil

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