netrashetty
Netra Shetty
Human Resource Management of Dr Pepper Snapple Group : Dr Pepper Snapple Group Inc. (formerly Cadbury Schweppes Americas Beverages) is an American soft drink company, which was spun off from Britain's Cadbury Schweppes, on May 5, 2008, with trading in its shares starting on May 7, 2008. Cadbury Schweppes plc became Cadbury plc on May 5, 2008.
Training objective is one of the most important parts of training program. While some people think of training objective as a waste of valuable time. The counterargument here is that resources are always limited and the training objectives actually lead the design of training. It provides the clear guidelines and develops the training program in less time because objectives focus specifically on needs. It helps in adhering to a plan. Training objectives tell the trainee that what is expected out of him at the end of the training program. Training objectives are of great significance from a number of stakeholder perspectives,
1. Trainer
2. Trainee
3. Designer
4. Evaluator
Trainer – The training objective is also beneficial to trainer because it helps the trainer to measure the progress of trainees and make the required adjustments. Also, trainer comes in a position to establish a relationship between objectives and particular segments of training.
Trainee – The training objective is beneficial to the trainee because it helps in reducing the anxiety of the trainee up to some extent. Not knowing anything or going to a place which is unknown creates anxiety that can negatively affect learning. Therefore, it is important to keep the participants aware of the happenings, rather than keeping it surprise.
Secondly, it helps in increase in concentration, which is the crucial factor to make the training successful. The objectives create an image of the training program in trainee’s mind that actually helps in gaining attention. Thirdly, if the goal is set to be challenging and motivating, then the likelihood of achieving those goals is much higher than the situation in which no goal is set. Therefore, training objectives helps in increasing the probability that the participants will be successful in training.
Designer – The training objective is beneficial to the training designer because if the designer is aware what is to be achieved in the end then he’ll buy the training package according to that only. The training designer would then look for the training methods, training equipments, and training content accordingly to achieve those objectives. Furthermore, planning always helps in dealing effectively in an unexpected situation. Consider an example; the objective of one training program is to deal effectively with customers to increase the sales. Since the objective is known, the designer will design a training program that will include ways to improve the interpersonal skills, such as verbal and non verbal language, dealing in unexpected situation i.e. when there is a defect in a product or when a customer is angry.
Therefore, without any guidance, the training may not be designed appropriately.
Evaluator – It becomes easy for the training evaluator to measure the progress of the trainees because the objectives define the expected performance of trainees. Training objective is an important to tool to judge the performance of participants
Training As Consultancy
Training consultancy provides industry professional to work with an organization in achieving its training and development objectives.
Estimation of Training Outsourcing
It has been estimated that 58% of the emerging market in training outsourcing is in customer education, while only 42 percent of the market is in employee education.
The training consultancies offer various benefits such as
Demonstrated commitment from executive and senior management
Designation of a high-level person responsible for ethics, compliance, and business conduct
Codes of conduct and ethics and compliance policies and procedures
Training on policies, procedures, laws, regulations, and ethical decision making
Comprehensive communications
Confidential mechanisms for employees to seek guidance or report suspected wrongdoing without
fear of retaliation
Monitoring and auditing
Investigations of alleged misconduct
Preventive and corrective action
Enforcement of standards, including disciplinary action
Regular reporting to and review by senior management
Measuring performance and effectiveness
Alignment of global expatriation assignment goals vis-à-vis individual international assignees goals is also critical. All efforts must align according to the purpose and objectives of the MNC. Mission, vision, goals and organisational strategies must be defined and clearly understood at all levels and in both headquarters and subsidiary. In particular, the individual expatriations tasks must contribute to overall plans of the enterprise and, in return, plans should create performance standards such as quantity, quality, time and cost. These standards should then be translated into performance for each expatriate (Gautam, n.d.). Moreover, misalignment puts excessive pressures on the top management of both headquarters and foreign subsidiary, though, it also identify the maturity level of the organisation (Verweire and Berghe, 2004, p. 294) once reflected in the PMS. In order that Shell could enhance the performance of their expatriates, there is an ongoing cross-cultural coaching. For instance, there are residential training courses inherent to expatriate training programmes to give them knowledge and understanding of both the business and social norms. In order that the company can modify the performance of international assignees, Shell implements ‘area desks’ wherein each expatriate’s performance was evaluated and given attention to. Expatriates also receive briefings annually in terms of the changes in their performances and what should be changed and improved
Human resources alignment means integrating decisions about people with decisions about the
results an organization is trying to obtain. By integrating human resources management (HRM)
into the agency planning process, emphasizing human resources (HR) activities that support broad
agency mission goals, and building a strong relationship between HR and management, agencies
are able to ensure that the management of human resources contributes to mission
accomplishment and that managers are held accountable for their HRM decisions. This is
especially important in light of the Government Performance and Results Act’s (GPRA) push to
align all agency activities, including HRM, toward achieving defined agency strategic goals and
measuring progress toward those goals.
In fiscal year 1999, the U.S. Office of Personnel Management (OPM) embarked on a special study
to determine how much progress Federal agencies have made toward aligning HRM with agency
strategic goals in support of HRM accountability and agency mission accomplishment. Our key
findings and conclusions are summarized as follows.
C Many more agencies than expected include HR representatives in the agency planning process
and integrate human resources management goals, objectives, and strategies into agency
strategic plans. However, most agencies are still struggling in this area. Therefore, agency
executives and HR leaders need to work together to fully integrate HRM into the planning
process so that it will become a fundamental, contributing factor to agency planning and
success.
C Although some agency HR offices have begun focusing on organizational activities that assist
agency decision-making, most are still emphasizing internal HR office efficiency efforts. While
internal issues are important to the success of any HR program, HR offices also need to
examine the “big picture” and find ways to impact the success of the agency as a whole.
C Most agencies are in some way measuring the efficiency and/or effectiveness of the HR
function. These measures, however, are generally output-oriented, focus on internal HR
processes and activities, and are used to make improvements to HR-specific policies and
procedures. As HR refocuses its activities to broader organizational issues, HRM measures
also need to be expanded to gauge the impact HRM has on agency goals and mission. Then,
the measurement data can be used to inform agency-level decisions.
The various courses that consultancies offer are:
• Business Training Courses
o Management Development
Conflict Management
Managing Diversity
Project Management
Stress Management
Time Management
Senior Management Workshops
o Sales
Negotiation Skills
Sales Technique
o Customer Care
Customer Care Training
Managing Customers
o Human Resource
HR Administration
Induction Training
Recruitment & Selection
Successful Appraising
o Personal Development Courses
o Workshops on:
Assertive Skills
Building Confidence
Coping with Change
Interview Techniques
Maximize Potential
o One to One Coaching
Focused entirely on personal objectives
Move forward at individual pace
Material used in tailor made to specific development Need
A strict code of confidentiality
Importance of Training Consultancies
• It helps in enhancing company’s image
• It helps in strengthening the team spirit
• It helps in applying knowledge, developing core competencies, and reducing work load
• It helps in improving the work relations
• It helps in developing focused and inspired staff
• It leads to greater chances of success
Consultants can provide help on following areas:
• Management Development
• Team Building Leadership
• Health & Safety Training
• Interpersonal Skills
• Sales Training
EXAMPLE: T.V. Rao Learning Systems is a popular training consultancy in India
Training and Human Resource Management
The HR functioning is changing with time and with this change, the relationship between the training function and other management activity is also changing. The training and development activities are now equally important with that of other HR functions. Gone are the days, when training was considered to be futile, waste of time, resources, and money. Now-a-days, training is an investment because the departments such as, marketing & sales, HR, production, finance, etc depends on training for its survival. If training is not considered as a priority or not seen as a vital part in the organization, then it is difficult to accept that such a company has effectively carried out HRM. Training actually provides the opportunity to raise the profile development activities in the organization
To increase the commitment level of employees and growth in quality movement (concepts of HRM), senior management team is now increasing the role of training. Such concepts of HRM require careful planning as well as greater emphasis on employee development and long term education. Training is now the important tool of Human Resource Management to control the attrition rate because it helps in motivating employees, achieving their professional and personal goals, increasing the level of job satisfaction, etc. As a result training is given on a variety of skill development and covers a multitude of courses.
Role of HRD Professionals in Training
This is the era of cut-throat competition and with this changing scenario of business; the role of HR professionals in training has been widened. HR role now is:
1. Active involvement in employee education
2. Rewards for improvement in performance
3. Rewards to be associated with self esteem and self worth
4. Providing pre-employment market oriented skill development education and post employment support for advanced education and training
5. Flexible access i.e. anytime, anywhere training
Training objective is one of the most important parts of training program. While some people think of training objective as a waste of valuable time. The counterargument here is that resources are always limited and the training objectives actually lead the design of training. It provides the clear guidelines and develops the training program in less time because objectives focus specifically on needs. It helps in adhering to a plan. Training objectives tell the trainee that what is expected out of him at the end of the training program. Training objectives are of great significance from a number of stakeholder perspectives,
1. Trainer
2. Trainee
3. Designer
4. Evaluator
Trainer – The training objective is also beneficial to trainer because it helps the trainer to measure the progress of trainees and make the required adjustments. Also, trainer comes in a position to establish a relationship between objectives and particular segments of training.
Trainee – The training objective is beneficial to the trainee because it helps in reducing the anxiety of the trainee up to some extent. Not knowing anything or going to a place which is unknown creates anxiety that can negatively affect learning. Therefore, it is important to keep the participants aware of the happenings, rather than keeping it surprise.
Secondly, it helps in increase in concentration, which is the crucial factor to make the training successful. The objectives create an image of the training program in trainee’s mind that actually helps in gaining attention. Thirdly, if the goal is set to be challenging and motivating, then the likelihood of achieving those goals is much higher than the situation in which no goal is set. Therefore, training objectives helps in increasing the probability that the participants will be successful in training.
Designer – The training objective is beneficial to the training designer because if the designer is aware what is to be achieved in the end then he’ll buy the training package according to that only. The training designer would then look for the training methods, training equipments, and training content accordingly to achieve those objectives. Furthermore, planning always helps in dealing effectively in an unexpected situation. Consider an example; the objective of one training program is to deal effectively with customers to increase the sales. Since the objective is known, the designer will design a training program that will include ways to improve the interpersonal skills, such as verbal and non verbal language, dealing in unexpected situation i.e. when there is a defect in a product or when a customer is angry.
Therefore, without any guidance, the training may not be designed appropriately.
Evaluator – It becomes easy for the training evaluator to measure the progress of the trainees because the objectives define the expected performance of trainees. Training objective is an important to tool to judge the performance of participants
Training As Consultancy
Training consultancy provides industry professional to work with an organization in achieving its training and development objectives.
Estimation of Training Outsourcing
It has been estimated that 58% of the emerging market in training outsourcing is in customer education, while only 42 percent of the market is in employee education.
The training consultancies offer various benefits such as
Demonstrated commitment from executive and senior management
Designation of a high-level person responsible for ethics, compliance, and business conduct
Codes of conduct and ethics and compliance policies and procedures
Training on policies, procedures, laws, regulations, and ethical decision making
Comprehensive communications
Confidential mechanisms for employees to seek guidance or report suspected wrongdoing without
fear of retaliation
Monitoring and auditing
Investigations of alleged misconduct
Preventive and corrective action
Enforcement of standards, including disciplinary action
Regular reporting to and review by senior management
Measuring performance and effectiveness
Alignment of global expatriation assignment goals vis-à-vis individual international assignees goals is also critical. All efforts must align according to the purpose and objectives of the MNC. Mission, vision, goals and organisational strategies must be defined and clearly understood at all levels and in both headquarters and subsidiary. In particular, the individual expatriations tasks must contribute to overall plans of the enterprise and, in return, plans should create performance standards such as quantity, quality, time and cost. These standards should then be translated into performance for each expatriate (Gautam, n.d.). Moreover, misalignment puts excessive pressures on the top management of both headquarters and foreign subsidiary, though, it also identify the maturity level of the organisation (Verweire and Berghe, 2004, p. 294) once reflected in the PMS. In order that Shell could enhance the performance of their expatriates, there is an ongoing cross-cultural coaching. For instance, there are residential training courses inherent to expatriate training programmes to give them knowledge and understanding of both the business and social norms. In order that the company can modify the performance of international assignees, Shell implements ‘area desks’ wherein each expatriate’s performance was evaluated and given attention to. Expatriates also receive briefings annually in terms of the changes in their performances and what should be changed and improved
Human resources alignment means integrating decisions about people with decisions about the
results an organization is trying to obtain. By integrating human resources management (HRM)
into the agency planning process, emphasizing human resources (HR) activities that support broad
agency mission goals, and building a strong relationship between HR and management, agencies
are able to ensure that the management of human resources contributes to mission
accomplishment and that managers are held accountable for their HRM decisions. This is
especially important in light of the Government Performance and Results Act’s (GPRA) push to
align all agency activities, including HRM, toward achieving defined agency strategic goals and
measuring progress toward those goals.
In fiscal year 1999, the U.S. Office of Personnel Management (OPM) embarked on a special study
to determine how much progress Federal agencies have made toward aligning HRM with agency
strategic goals in support of HRM accountability and agency mission accomplishment. Our key
findings and conclusions are summarized as follows.
C Many more agencies than expected include HR representatives in the agency planning process
and integrate human resources management goals, objectives, and strategies into agency
strategic plans. However, most agencies are still struggling in this area. Therefore, agency
executives and HR leaders need to work together to fully integrate HRM into the planning
process so that it will become a fundamental, contributing factor to agency planning and
success.
C Although some agency HR offices have begun focusing on organizational activities that assist
agency decision-making, most are still emphasizing internal HR office efficiency efforts. While
internal issues are important to the success of any HR program, HR offices also need to
examine the “big picture” and find ways to impact the success of the agency as a whole.
C Most agencies are in some way measuring the efficiency and/or effectiveness of the HR
function. These measures, however, are generally output-oriented, focus on internal HR
processes and activities, and are used to make improvements to HR-specific policies and
procedures. As HR refocuses its activities to broader organizational issues, HRM measures
also need to be expanded to gauge the impact HRM has on agency goals and mission. Then,
the measurement data can be used to inform agency-level decisions.
The various courses that consultancies offer are:
• Business Training Courses
o Management Development
Conflict Management
Managing Diversity
Project Management
Stress Management
Time Management
Senior Management Workshops
o Sales
Negotiation Skills
Sales Technique
o Customer Care
Customer Care Training
Managing Customers
o Human Resource
HR Administration
Induction Training
Recruitment & Selection
Successful Appraising
o Personal Development Courses
o Workshops on:
Assertive Skills
Building Confidence
Coping with Change
Interview Techniques
Maximize Potential
o One to One Coaching
Focused entirely on personal objectives
Move forward at individual pace
Material used in tailor made to specific development Need
A strict code of confidentiality
Importance of Training Consultancies
• It helps in enhancing company’s image
• It helps in strengthening the team spirit
• It helps in applying knowledge, developing core competencies, and reducing work load
• It helps in improving the work relations
• It helps in developing focused and inspired staff
• It leads to greater chances of success
Consultants can provide help on following areas:
• Management Development
• Team Building Leadership
• Health & Safety Training
• Interpersonal Skills
• Sales Training
EXAMPLE: T.V. Rao Learning Systems is a popular training consultancy in India
Training and Human Resource Management
The HR functioning is changing with time and with this change, the relationship between the training function and other management activity is also changing. The training and development activities are now equally important with that of other HR functions. Gone are the days, when training was considered to be futile, waste of time, resources, and money. Now-a-days, training is an investment because the departments such as, marketing & sales, HR, production, finance, etc depends on training for its survival. If training is not considered as a priority or not seen as a vital part in the organization, then it is difficult to accept that such a company has effectively carried out HRM. Training actually provides the opportunity to raise the profile development activities in the organization
To increase the commitment level of employees and growth in quality movement (concepts of HRM), senior management team is now increasing the role of training. Such concepts of HRM require careful planning as well as greater emphasis on employee development and long term education. Training is now the important tool of Human Resource Management to control the attrition rate because it helps in motivating employees, achieving their professional and personal goals, increasing the level of job satisfaction, etc. As a result training is given on a variety of skill development and covers a multitude of courses.
Role of HRD Professionals in Training
This is the era of cut-throat competition and with this changing scenario of business; the role of HR professionals in training has been widened. HR role now is:
1. Active involvement in employee education
2. Rewards for improvement in performance
3. Rewards to be associated with self esteem and self worth
4. Providing pre-employment market oriented skill development education and post employment support for advanced education and training
5. Flexible access i.e. anytime, anywhere training
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