How Could an Hr Professional Encourage an Executive to Approve Time and Resources Needed for Needs Assessment Before Selecting and Implementing an Hrd.
Properly deployed, HRD interventions can offer:
• A personal and direct channel to all employees through which executives can address emerging opportunities or challenges facing the company. • A comfortable and safe channel for all employees to provide feedback or suggestions to the executive level of the organization. • An environment where creative ideas from anywhere in the organization can be shared. • A vehicle for employees at all levels to update their own skills and acknowledge coworkers who have provided especially valuable assistance on a project. • A tool for employees at all levels of the organization to locate knowledge or skill resources needed to complete an assignment.
The biggest challenge for any HR professional is to gain approval from the executives of the organization to implement HR development measures. This is because the executives are constantly under business pressure and many of them do not see HRD as necessary until a problem arises.
Added to this issue is the fact that most HR professionals don't come with tangible benefits. For example when asked to demonstrate the value of any behavioral training program HR professionals are struck because they don't know how to.
The following are methods and techniques that HR professionals can use to influence their executives to approve time and resources:
1. Showing ROI on training:
Why to show return on investment
To validate training as a business tool
Training is one of many actions that an organization can take to improve its performance and profitability. Only if training is properly evaluated can it be compared against these other methods and expect, therefore, to be selected either in preference to or in combination with other methods.
To justify the costs incurred in training
We all know that when money is tight, training budgets are amongst the first to be sacrificed. Only by thorough, quantitative analysis can training departments make the case
• A personal and direct channel to all employees through which executives can address emerging opportunities or challenges facing the company. • A comfortable and safe channel for all employees to provide feedback or suggestions to the executive level of the organization. • An environment where creative ideas from anywhere in the organization can be shared. • A vehicle for employees at all levels to update their own skills and acknowledge coworkers who have provided especially valuable assistance on a project. • A tool for employees at all levels of the organization to locate knowledge or skill resources needed to complete an assignment.
The biggest challenge for any HR professional is to gain approval from the executives of the organization to implement HR development measures. This is because the executives are constantly under business pressure and many of them do not see HRD as necessary until a problem arises.
Added to this issue is the fact that most HR professionals don't come with tangible benefits. For example when asked to demonstrate the value of any behavioral training program HR professionals are struck because they don't know how to.
The following are methods and techniques that HR professionals can use to influence their executives to approve time and resources:
1. Showing ROI on training:
Why to show return on investment
To validate training as a business tool
Training is one of many actions that an organization can take to improve its performance and profitability. Only if training is properly evaluated can it be compared against these other methods and expect, therefore, to be selected either in preference to or in combination with other methods.
To justify the costs incurred in training
We all know that when money is tight, training budgets are amongst the first to be sacrificed. Only by thorough, quantitative analysis can training departments make the case