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Organizational Development, Training, and Knowledge Management

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Breena Dye

on 7 February 2013

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Transcript of Organizational Development, Training, and Knowledge Management

Organizational Development
A system for providing to employees learning and training that are closely tied to the purpose, mission, vision, culture, and strategy to the organization. Introduction Organizational Development, Training, and Knowledge Management Melissa Banks
Breena Dye
Raven Taylor Organizational Development Encompasses two major areas Leadership and Management teams Determine the purpose, mission, and vision of the organization toward its aspirations of improvement and enhancement Abilities: are capabilities to perform based on experience, social, and physical conditioning, or heredity. Skills: are defined as general capacities to perform a task or set of tasks. Chapter 8 1. Green: If you won a million dollars, what would you do?
2.Red: If you were a trainer what techniques do you think will be most effective?
3.Pink:What results would you like to see once employees have been trained?
4.Purple: What type of leader will you be and why?
5. Blue: If you could travel anywhere where would you go? Would you come back? To operationalize organizational strategies, development plans must be created and employed to enhance employees' knowledge, Skills, and abilities. It is important to identify development, training, and knowledge management needs for all staff throughout the organization. It is designed to improve the ability of an organization to effectively manage changes in its environment while also meeting the needs of its members. Is a preferred approach to dealing with change. enhancement, improvement, or updating of existing knowledge, skills, and abilities of employees, affiliates, and other stakeholders. Creation of new knowledge, skills, abilities for employees, affiliates, and other stakeholders to support the organization’s new or revised purpose, mission, vision, or culture. They create commitment and energy among stakeholders to make the change work Knowledge: is the result of acquiring information and placing it in memory. Mission is closely tied to purpose. Vision is a statement of aspiration. Purpose reason for existing. Internal Culture Healthcare organizations have an internal culture. Organizational Culture is a learned system of knowledge, behavior, attitudes, beliefs, values, and norms that are shared by a group of people. Organizational Strategies Are developed and used to create a road map or step by step sequence of goals, objectives, and action plans to reach the improved future state, or vision, of the organization. Strategy is a systematic set of decisions, tasks, and events that are focused on and related to achieving an ideal state in the coming years. Revising, changing, or recreating organizational culture can be a strategy to move an organization toward its desired goals and visions. Healthcare Healthcare work has led to a point where ensuring employee competency has become a critical strategic value, dramatically increasing the pace of intensity of staff training and development. Knowledge and skill, coupled with compassion and a commitment to continuous learning, will lead to an even better system of care. Healthcare at its most fundamental level is about people caring for people. Training Training is typically a function of the human resources department and its main vehicle for human resources development. Training focuses on learning that is targeted at the enhancement of a given job role, while education tends to be more global in its purpose. Focusing on areas that do not meet the needs of the organization will not be effective, and neither will training that fails to be seen by employees as relevant and important. The most effective approaches to training will simultaneously meet the needs of the organization and the individual employee. Many methods used in training have been demonstrated to be effective in improving knowledge, skills, and abilities The Training Cycle A SYSTEMATIC DESIGN When setting training objectives there are two techniques or basic foundation guidelines to keep in mind: This process helps to ensure control over the training process so that organizational goals can be accomplished The Trainer Must have understanding of human behavior, adult learning theory.
Focus on facilitation of learning, active listening, questioning and providing feedback
Strong knowledge base of the subject matter
Be creative while presenting material in a fun and interactive way
Be able to improve performance and goals of your employees and the organization Advantages and Disadvantages of Outside Consultants
Bring in a fresh perspective
Are responsive to tight deadlines
Have expertise in specialized areas
Offer certain skills and techniques
External Trainers
Less committed
More expensive
Don't appreciate the organizational culture Training Evaluation
Evaluation plays a key role in quality improvements in that it provides feedback on the following:
the effectiveness of the methods being used
the achievement of the objectives set by both trainers and trainees
the fulfillment of the performance discrepancies and gaps identified through the needs analysis process Analysis and Evaluation Two Categories
1. Process analysis examines how the training was designed and conducted
2.Outcome evaluation determines how well the training accomplished its objectives. Knowledge Management is the ability of an organization to capture, develop, organize and apply the knowledge and learning that take place within its environment.

As a manager this should always be kept on the mind
how does your organization develop a culture that encourages and fosters knowledge sharing across a wide range of specialty areas, shifts and groups?
what creates a culture of learning so that individual learning can be integrated into the learning of the organization as a whole?
The main purpose of Knowledge Management is to established missions, visions, culture and strategy of the organization Tension Between Learning, Innovation, and Knowledge Management Learning allows the application of new and better KSAs.
Innovation ushers in advances in systems, processes, services and products.
Knowing how systems work enables cross training of employees, and this cross fertilization of knowledge allows innovation
2.Always write the objectives clearly in terms that are easy to understand 1.Make sure that objectives are closely aligned with the organization’s performance goals (An individuals learning should be linked to the strategic direction of the organization) NEEDS ANALYSIS oThe primary purpose of training is to improve the performance of both the individual and the organization
oNeeds Analysis comes before you develop your training program

1)This assessment may encompass Organizational analysis, Operational analysis, and Person analysis and should be done in a systematic manner to determine ways to bring performance up to an expected level

oMost importantly a needs analysis ensures that the right training and development are provided to the right people in the organization III.Organizational analysis
oAn evaluation of the strategic objectives, resources, and internal environment of the institution
IV.Operational analysis
oExamines the tasks and levels of, and the KSAs needed to effectively preform, a specific job or closely aligned set of jobs
V.Person analysis
oIs done once the organizational and operational analysis are complete THE TRAINING METHODS The American Society of Training and Development and other training-related organizations monitor and distribute available training tools and technologies as well as offer continuing education for trainers. 9 Principals before undertaking or during any training initiative: 1)Identify the types of individual learning strengths and problems, and tailor the training around these factors
2)Align learning objectives to organizational goals
3)Clearly define program goals and objectives at the start
4)Actively engage the trainee to maximize his or her attention, expectations, and memory
5)Use a systematic, logical sequencing of learning activities so that trainees are able to master lower levels of learning before they can move on to higher levels
6)Use a variety of training methods
7)Use realistic and job – or life-relevant training material
8)Allow trainees to work together and to share experiences with each other
9)Provide constant feedback and reinforcement while encouraging self- assessment Training evolves to Learning, Learning evolves to Knowledge, and Knowledge is then used in the workplace THE LEARNING ENVIRONMENT oThe key to developing knowledge and skills that support organizational goals is the establishment of a positive learning environment where the following occur:
1.All employees recognize the need for continuous learning to improve their own performance and that of the organization as well.
2.Open sharing of knowledge and ideas is encourage
3.Opportunities for a wide variety of learning activities and coaching are available, and reinforcement of newly acquired knowledge and skills is provided
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