Two questions: 1. Review the case study titled "Hershey Aligns Training with Strategy" in the textbook on pages 24-27. How should HRD be involved in shaping strategy in the Hershey case? Your essay re
MCJ 6150, Training and Development in Criminal Justice 1 Cou rse Learning Outcomes for Unit II Upon completion of this unit, students should be able to: 2. Examine how training relates to human resource development (HRD) and strategic process planning. Reading Assignment Chapter 2: Aligning Training with Strategy Unit Lesson Training in companies must be aligned with the company’s strategy in order to be effective. This chapter focuses on the strategic planning process and the relationship of human resources development (HRD) with that process. The strategic planning process b egins with the organization's mission, which then influences the design of the internal strategies aimed at reaching that mission. Core technologies, organizational design, decision autonomy, and the division of labor are important factors influencing inte rnal strategies. Many external environmental factors play into the design of internal strategies as well. Some of these factors that may threaten the training from the beginning are the employees’ values, norms, technological levels of comprehension, and v arious educational backgrounds of the employees (Blanchard & Thacker, 2013). The role of HRD is to provide information for the development of internal strategies in order to offer the most effective training to employees to obtain the mission/purpose of t he training. One key to the internal strategy is understanding that many folks are simply resistant to ANY type of change. Organizational change is a standard piece of the puzzle when developing and implementing internal strategies. Change can be difficul t for those involved and some resistance is to be expected. In most cases, this resistance can be overcome through communication and employee involvement in the change process.Employees must have some stake in the changes occurring in the organization. If they feel that they are not involved in the decisions being made in the organization that affect them, they will not buy into any changes being made. It is crucial that organizational development professionals and training professionals work together to implement change in order for it to be effective. If each group has an understanding of each other's roles and competencies and how each is beneficial to the process, success will be easily achieved. Effective training in an organization can be de livered in a number of ways. Some organizations begin with in - house training resources while others prefer to outsource all training requirements. Still , other organizations will use a mixed strategy of some in -house training and some outsourced training. One of the issues with using in -house training resources involves the people offering the training. Sometimes organizations appoint employees in the organization who have no experience or training in learning styles to offer training just to meet deadl ines or accreditation purposes. HR personnel must research the people who are appointed and make their opinions known to those in charge. If a person is appointed to train other coworkers about a new technological device to be used at the facility, he or s he MUST have the skills to speak in front of groups, take criticism in a positive manner, know how to reach all learning styles in the group, and most importantly, know his or her subject matter. UNIT II STUDY GUIDE Strategic Planning and Training Development MCJ 6150, Training and Development in Criminal Justice 2 UNIT x STUDY GUIDE Title An example of this is when a local sheriff office wanted to offer domestic violence training to investigators and patrol officers in order to review the major steps to be taken when called to one of these incidents. The department decided to use in -house personnel for this training. The trainers decided to use vid eo as well as to incorporate role play scenarios to make major points of what actions should and should not be taken on the scene of a domestic call. The department made a great effort to research who should play each role represented at the scene of a domestic call. The role players were interviewed to ensure they felt comfortable in the role they would play in a domestic call. Had the trainers simply just picked random peo ple for the roles to simply to get it done without the research, there could have been a tragic effect on the role players and the entire training group. Thus, in many organizations, due to personalities or the different social groups around the organiza tion, they choose to outsource all training. Others prefer to offer training through online vendors in order to save time and productivity. One additional note is that in order to implement the training received by employees, they must have the capabiliti es to put their training into action. Improved capabilities do not translate into improved performance unless that performance management system is aligned to support those capabilities (Blanchard & Thacker, 2013). Therefore, any skills or technologies off ered in the training, and expected of employees once back on the job, must be available in order to meet those training expectations. Reference Blanchard, P. N., & Thacker, J. W. (2013). Effective training: Systems, strategies, and practices (5th ed.). Upper Saddle River, NJ: Prentice Hall. Learning Activities (Nong raded) Nongraded Learning Activities are provided to aid students in their course of study. You do not have to submit them. If you have questions, contact your instructor for further guidance and information. Read the case study titled “ Case : Strategic Planning at Multistate Health Corporation” in the textbook on pages 50 –52. On page 53, answer case question #3.
