Beyond Training and Skills
Myriad skills, different training methods, gap between desired skill-levels and existing competency levelsthese are issues that are on the top-of-the-mind. Learning Management Systems (LMS) have become an increasingly important tool in business today, not just for the improved training capabilities these systems offer, but also for the business advantage they provide for managing training and tracking regulatory compliance. For instance, Aventis Pharmaceuticals, in partnership with IBM, has recently undertaken global implementation of a LMS based on software from Saba Software. The primary business drivers behind the implementation was facilitation of regulatory compliance by having one system to track, manage, and deliver training globally, using a common platform.

Whats critical is that implementation of LMS is becoming more a strategic decision, not just a mere HR decision. A Bersin & Associates study says, reduction of training costs was the reason only 26% CIOs cited while 34% gave skill implementation and competency management as the prime LMS deployment reasons. The same study also points out that 25% CIOs spelt out managing enterprise-wide initiatives as a key benefit of a LMS system. And, one of the biggest drivers for LMS, needless to say, has been e-learning.

Gartner had estimated that the global learning management solutions market in 2005 was $545 mn with a three-year CAGR of 17%. Gartner slots talent management within the overall talent management market, which also includes recruitment management, performance management, learning management, and compensation management.

Trainings Role
In fact, not just LMS, but Human Performance Technology or performance consulting is changing the face of the traditional training department forever. Emphasis is now placed on providing a range of potential solutions and assists that include in-depth needs assessment via interviews, surveys, and focus groups. Alternatives to training offered by progressive human resource departments include coaching, organizational development or planned change consultation and interventions, facilitated planning sessions and large group processes. The training that is provided is often custom-designed with stated outcomes congruent with the direction of the business.

This trend-integration of training and development into an entire performance management system is sweeping the field of human resources. Organizations are moving away from the long-established, one-on-one appraisal or performance review with a boss held once per year. They are designing performance management systems that provide an individual with personal and professional developmental goals and training opportunities.

The performance management system also integrates a performance development plan for the individual. This plan assists the employee to continue to develop his skills and abilities. For these plans, preference is accorded to integrated corporate university courses and internally custom designed and presented training.

Performance development plans may include coursework, but also provide learning activities on the job such as special projects, serving on cross-functional teams, and skill stretching job assignments. To do performance consulting well, trainers need education in organization development, group process, and various other methods that will help them serve customer needs. They also need the active support of their managers as their performance becomes more independent.

Sufia Tippu
maildqindia@cybermedia.co.in

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