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HR: Sustainable Practices in Training & Development

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Biliana Milanova

on 30 June 2015

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Transcript of HR: Sustainable Practices in Training & Development

Human Resources:
Sustainable Practices in
Training & Development

Human resources
is a department within a company that is concentrated on activities related to its employees. Those activities include hiring and training new workers, conduction orientation and training, employee benefits, and retention.
Best HR Sustainable Practices

Time Strategy
Program or policies that focus on offering
flexibility in work schedule, job sharing, part time works, leave for new parents, and closing plants or offices for certain special occasions.

Information Strategy
Using aspects of both people and technology
issues to create an effective e-workplace.

Money Strategy
Includes vouchers for child care, work life
flexibility benefits, adoption assistance,
leaving compensation, etc.

Direct Services Strategy

Includes onsite child care, emergency support care, health services, and take away dinner programs for the workers.

Cultural Change Strategy

Manager focuses on employees'
satisfaction and actual performance, not on face time. This strategy includes maternity leaves, better working conditions, part time jobs, and harmonious relationship between HR and workers

Training and development
are the educational activities in an organization, which enhance the employees' performance. They may be mandatory or voluntary for the staff.
Sustainable Practices in Training & Development
Sustainable Practices in Training & Development

1. Sustainability training
means increasing employee awareness to engage in creative sustainable solutions of business issues. Employees need to rethink every aspect in their workplace in terms of suitability practices:

*Relationships between systems
*Long-term survival and quality of life
for the triple bottom line (TBL) system
*Reduced waste, pollution, and toxicity
*Increased efficiencies
*Increased harmony of the person and
business with TBL systems
*Innovative ways to reduce, reuse, and recycle.

Sustainable Practices in Training & Development (cont.)

2. Teaching sustainability skills specific to the job roles.

Including: triple bottom line, carbon, and social
accounting, carbon finance, life cycle analysis,
life cycle costing, benchmarking, and others.

3. Green training facilities and green meetings:
*Meeting rooms should be energy efficient
*Using of ENERGY STAR computers and equipment
*Reducing the number of papers
*Reducing and recycling waste
*Using vendors that supply locally grown food
*Using suppliers who provide green
meeting facilities and services
*Hiring others to provide training.

Sustainable Practices in Training & Development (cont.)

E-learning, virtual classrooms, and Web-based learning
(travel reduction programs)

*Save costs
*Can be used at own pace
*Offering multimedia capabilities
*Standardize learning across locations
*Can track employee training performance
*Reduce travel, economic, and environmental costs

Sustainable Practices in Training & Development (cont.)

5. Simulations (off-site training)
*Cost savings associated with
equipment and travel;
*Reduction in accident rates.

6. Employees’ Personal Development
*Respecting the employee’s need for personal growth,
development, and fulfillment
*Reasonable opportunity to pursue
*Accepting spirituality in the workplace
*Extended time for community service and involvement
(paid or unpaid).
Sustainability Focused Organizational Learning Systems 

*Using critical and futures thinking and
experiential learning;

*Using employee engagement attitudes
to the “thinking, feeling, willing, and social self”;

*Supporting new “green” core capabilities skills and understanding with individuals all over the organization;

*Carried on by organizational processes through its structure, leadership practices, reward and recruitment
processes, communication, information, measurement, and feedback systems.

*In the training and development stages,
new hires are exposed to the work environment and the expectations of the organization.
*This includes the different ways the company manages their triple bottom line (TBL) (People, Planet & Profit).
*With good training programs, new hires are able to grasp what their role is in maintaining the TBL.
The Triple Bottom Line

*In the training stages, new employees are exposed to what the company is doing for the employees and the community;

*For a company to retain employees “health care, good working hours, a healthy, safe place to work, opportunities for advancement and education, and [to] not exploit their labor force” (Manktelow, 2015) must be in place;

*The benefits the employees receive and how
to obtain them must be explained to the new hires;

*The kind of work environment and what is acceptable and not acceptable in the workplace must also be explained to avoid any issues (I.e. what is acceptable to wear etc.)

T&D and People
*It is also important to explain any community involvement to
the new employees and to show them the work the organization has done for the community to get them motivated and to want to be involved.
*An example of this is McCarthy’s
Hearts and Hats program. McCarthy
is a construction company that also
does community projects for families
that are less fortunate.
*They could show their new
employees this video to get them
motivated about community
involvement .
T&D and People (cont.)
*It is also important that new employees are trained on what the company is doing to lower their carbon footprint and to decrease waste.
*Training on which reports (if any) are printed
and which ones can be double sided, will help
to reduce any accidental waste.
*Procedures for proper disposal
of chemicals or any products that
are harmful to the environment
will help to save the surrounding

T&D and Planet
*Organizations can follow the City of Alberta’s “One Simple Act For Work – Greening Your Organization” plan;

The seven steps to develop and implement a green plan are:
Step 1 – Develop a green implementation team
Step 2 – Do an inventory
Step 3 – Identify priorities
Step 4 – Measure performance and set targets
Step 5 – Develop an implementation schedule
Step 6 – Implement your plan
Step 7 – Communicate results
(One Simple Act, 2015);

*This plan can be implemented for management during a green development training program.

T&D and Planet (cont.)

*Many of the procedures used in protecting the planet can in turn help profit margins.

*By reducing the amount of paper printed, it results in less money spent on paper and printer ink as well as less use of the printer which can help to
increase the longevity of the printer.

*Proper disposal of chemicals results
in saving money and time spent on
cleaning up chemical spills as a result
of improper disposal or use. This can
also save the company from having to
pay any fines as a result of a chemical

*Proper training of employees when they are first hired can result in less time and money used for re-training.
*Proper training of employees can also help them to be more efficient at their jobs, increasing profit.
T&D and Profit
*Courtyard Marriott Downton Toronto uses online training on Delphi Sales & Catering software;
*New employees and interns are required to complete the online training and exam during their first two weeks;
*New employees can complete the training in their own pace at any time of the day;
*Saves cost of organizing classroom training (instructor, renting a room, transportation, etc.);
*Eliminates the carbon emissions from the travel;
*Eliminates the use of office supplies (pens, paper,
markers, etc.).

*Hilton Garden Inn is the world’s first
hotel brand to offer an exclusive employee training program on the Sony PlayStation® Portable;

*The Ultimate Team Play creates a virtual learning environment where the hotel staff can further enhance their training and guest interaction;

*It trains staff how their actions impact the guests’ mood and how that drives the brand’s Satisfaction and Loyalty Tracking scores.

Travel Reduction Program
*Joined the Smart Commute program in May 2011;
700 users
90 carpool parking spots
*Saved $2,995,747;
*Reduced single occupant vehicle trips by 65,570;
4,642,092 km
*Reduced the gas emissions by
1,007,937.46 kg
Employer of the Year for 2012

(by Smart Commute Brampton-Caledon).
of Sustainable Practices in Training & Development
• Introduces employees to corporate culture and rules of the company;
• Helps increase profit, due to proper training on water and energy use;
• Improves employee efficiency and motivation;
• Increases employee retention;
• Helps avoid fees associated with improper waste disposal;
• Reduces carbon footprint of the organization;
• Creates a healthy workplace.

• Time consuming;
• Costs associated with training and development.
Strengths VS. Weaknesses
• Create a green implementation team, which will be responsible for developing a "green" plan, measuring performance and communicating results;
• Implement innovative ways of recycling, reducing amount of waste and reusing resources;
• Increase the amount of e-learning, Webinars and virtual conferences.

Opportunities VS. Threats
• Employees may not support company's sustainability strategies;
• Excessive reliance on employee consciousness;
• Resistance of current employees to participation in training programs.
Current Trends in Training and Development
•Educating employees on what company is
doing for the community and the environment;
•Encouraging employees to volunteer and
participate company's community programs;

•Training employees on how to increase profit margin by saving water, energy,
and proper disposal of waste;
•Using social media tools to engage
employees and foster a learning culture;
•Educating employees on the benefits the company provides.
Create a training and development plan for a company of your choice outlining the ways you would train employees based on the 3P's (People, Planet, Profit). Be creative in the way you would get employees engaged on the sustainable acts of the company.
Weekly Task
Employee Training: Google Interns’ First Day
is rated one of the top companies to work for. The video shows the first day of Google interns.
Chick-fil-A is an American quick-service restaurant (QSR) chain, which was started in 1946 in Hapeville, Georgia, and today has more than 1900 locations in 42 states (Facts and History - Company Highlights, n.d.) Chick-fil-A Foundation was started by the founder of the chain, Truett Cathy and is mostly focused on the Youth and Educational programs.

The video shows company's community
project - the Junior Achievement's
Discovery Center, which opened its
doors in Atlanta in September 2013.
Community Programs
Thank you for your attention!
By Scott Agnew, Jenny Levitski,
Biliana Milanova, Valeria Redkina
Full transcript