organisation's training policies, plans and procedures

Train and support staff who implement HR processes

Overview
Support and training for the people who implement HR processes is critical - the best procedures are meaningless unless people have the knowledge, skills and commitment to implement them. That includes line managers, team leaders, external HR service providers and internal HR officers.
This resource outlines support and training needs you should consider as the HR General Manager, methods for identifying these needs, and methods and tools for providing training and support.

Key terms

Coaching
A form on on-the-job training, usually in a one-to-one situation; may be an action in an individual learning plan.

Mentoring
A form of coaching by role modelling; usually less structured than coaching and occurring over a longer period of time.

Performance gap
The difference between required performance and actual performance; may be further analysed by a knowledge gap analysis, or a skills gap analysis.

Performance management
A process for creating a shared understanding of what an individual is to achieve and managing and developing individuals to achieve in both the short and longer term.

Training needs analysis
TNA; a formal process of identifying training needs, usually in term of a group of people and/or for a process.