6.2 - HR - Org. Learning

6.2

Organizational Learning

Objective: Design a learning plan for a particular job position, according to the basis learned in class

Content of the subject

01

Introduction

02

Competencies and Skills

Induction, Training and Development

03

04

Learning plan

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Since, but especially when they enter, and then continue, to improve their performance, so they can aim for a promotion

How to?

Retention

Training

Recruitment

Performance

Induction

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Induction

It is the formal onboarding of new talent in the company. Induction is a process that consists of orientation, location, and supervision of newly hired employees, to achieve a better adaptation and integrate them into the staff and promote a sense of belonging and then better performance and less risk of losing their talent in the process.

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Induction

From the first day you must have a broad overview of the company and the activities to be carried out, also involves a warm welcome in which the team is known. Doubts and follow-up will be resolved (at least during the first week).

Specific induction of the position

Meeting with new staff

Welcome

Organization information presented

Assigning a tutor

General induction and delivery of materials

Tour of the facilities*

Tracking and feedback

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Training

Continuous, systematic and organized process. To develop knowledge, skills and abilities (competencies) for a position. To meet the needs to new internal or external circumstances

Objectives

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DETECTION OF NEEDS

Job profile and description: To fit the needs exposed there Recruitment and personnel selection data: Staff turnover, number of candidates interviewed, seniority of the workers, analysis of leave interviews. Performance evaluation: To manage poor performance (individual or general), then design training is needed. New working methods: according to processes, methods, machines, and software, is essential to train the collaborator in the application. This way avoids setbacks, and errors, and improve communication and transition. Laws and regulations: to work within the legal framework; understanding what can and can't be done

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Techniques to determine needs

• Job analysis (functions, tasks, relationship, communications and profiles).
• Attitude studies: measures predisposition.
• Group discussion.
• Advisory committee.
• Interview with workers, the management, and also with people who retire.
• Behavior observation.
• Performance evaluation.
• Skills tests

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Fields of training

03

01

02

Basic training

Improve muscle

Manage training

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Development

A long-term process that includes technical, professional, attitudinal, and ethical improvement; to enable it to assume new responsibilities.

Objectives

Benefits

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The development plan

Set specific learning objectives

Know strategic objectives

Implement program

Design a plan, methods and means

Diagnose Needs

Evaluate results and give feedback

TECHNIQUES

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Career plan

It is important to have the ability to manage employers, increase performance and avoid brain drain with development plans and strategies. Ensuring to have the talent of current and future needs. To achieve this, it must be designed in a personalized way, establishing what you want to achieve.

Benefits

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How to design a career plan?

Job profile and description

Training methods

Communicate

Performance Evaluation

Career Map

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Examples of dynamics

Coaching

Mentor

Written Plan

The experience and capacity of certain collaborators are used to accompany someone newcomer, to share know-how, and develop useful skills.

Helps to reach the level of knowledge and skills. It can be with online training, to take into account the personal situation of the worker.

Accompaniment of employees through the company of a coach or tutor to advise them, help them and achieve a degree of independence.

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Technology resources

Images were taken from the congress beyond work 2022

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