INDEX TRAINING AND DEVELOPMENT
1.- Training and Dev.Starting point 2.007 2.- Training Plan 2.008 Objectives 3.- Methodology& ROI. 4.- Training Evaluation
1.- TRAINING & DEVELOPMENT ANALISIS IN 2.007
No clear objectives defined on Training Plan and Development Plans. No alignment between Training actions and CompanyStrathegy. No specific trainings for Professions as PM, Sales, etc.. HR support on training actions, but its needed to add value. H.R role in this moment only as Admin.
2.- TRAINING PLANOBJECTIVES
The first Challenge was to align Training and Development Plans with the Company Strategy . The Guideline was HR Strategic Plan. People Development Challengues: 1.- Talent Development. How:Providing them with the skills to play their role. Who: Hi-po´s, Key people… 2.- Management and Technical skills Development. - Changing the Team Management culture. Specific Plan to change the culture(2.008/ 2.009) - Technical Skills development to add value and support to our Customers. Who: Project Managers. How: P.M.I. methodology. Population defined by UMD´s. 3.- Promote the Transversalopportunities.
2.1.-Training objectives identification
Improve the – Hard Skills (technical skills) and Soft skills (ability skills) wich allow them to lead the projects successfullyobtaining the PMP certification. Offer to the PM a real Development Plan.
SCOPE OF IMPROVEMENT:
Huge responsibilities with little or no authority and, in most of the cases, not fully committedresources Large projects with finance, comunication and payment problems. A better understanding of requirements: the requirements are in the cause of 50% of the problems in projects A more effectivedeployng of the projects : Start to receive cash before. A better relationship with suppliers or clients : better economical conditions.
Seniors and Juniors PM: Senior Managers: to...