Chapter 2 - HRDV 5610 Training & Development Larry Kammien...

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HRDV 5610 Larry Kammien Chapter 2
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Chapter 2 Introduction: Business Strategy A plan that integrates the company’s goals, policies, and actions The strategy influences how the company uses: physical capital (plants, technology, and equipment) financial capital (assets and cash reserves) human capital (employees) The business strategy helps direct the company’s activities to reach specific goals
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Chapter 2 Strategy impacts training with a strong influence on determining: The amount of training devoted to current or future job skills The extent to which training is customized for: the particular needs of an employee, or developed based on the needs of a team, unit, or division Whether training is restricted to specific groups of employees or open to all employees
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Chapter 2 Whether training is: planned and systematically administered, or provided only when problems occur, or spontaneously as a reaction to what competitors are doing The importance placed on training compared to other human resource management practices such as selection and compensation
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Chapter 2 Evolution of Training’s Role: Learning The acquisition of knowledge by individuals, employees, or groups of employees Willing to apply that knowledge in their jobs in making decisions and accomplishing tasks for the company
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Chapter 2 Evolution of Training’s Role: Knowledge Human and social knowledge; what individuals or teams of employees know or know how to do, and structured knowledge Two types: explicit knowledge – knowledge that can be formalized, codified, and communicated tacit knowledge – personal knowledge based on individual experience; difficult to explain to others
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This note was uploaded on 03/01/2010 for the course HR HRDV taught by Professor Schmidt during the Spring '10 term at Saint Louis.

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Chapter 2 - HRDV 5610 Training & Development Larry Kammien...

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