In today's tough environment, training departments may need to "pitch in" when it comes to the human resources function even more than ever before. In this series, we will examine the role of training in major HR functions, such as recruiting, employee selection, developing employees, and retention.

1.
Recr
A Ho
Capita
ruit, S
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10
etain
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1

2.
Table of
Recruit, S
1: Overvie
2: Recruit
3: Employ
4: Develo
5: Develo
6: Genera
6: Leaders
f Contents:
elect, Develo
ew ................
ting ...............
yee Selection
pment..........
pment 2 .......
al Retention ..
ship Retentio
op, and Retain
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on ..................
n
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2
....... 3
....... 4
....... 5
....... 6
....... 7
....... 8
....... 9

3.
Recruit,
Overview
Summary
training d
when it co
even mor
will exam
functions,
selection,
The "new
all of us to
resources
examine t
first take
to get inv
departme
discussion
training's
we are ta
involved i
some orga
a training
examine t
your servi
First, as w
environm
with fewe
organizat
it may not
hand, som
have been
continuin
shaky reco
fact that s
employee
forward. W
our organ
cycle of h
may be an
training w
Next, rem
especially
people‐or
environm
Select, Deve
w
: In today's to
epartments m
omes to the h
e than ever b
ine the role o
, such as recr
developing e
" economic e
o do more wi
s, both human
training's role
a look at why
olved when w
ents to manag
n is based on
involvement
king a "volun
n those funct
anizations ma
‐HR joint ven
the situation
ices.
we've mention
ent requires
er resources.
ions, hiring m
t be a priority
me industries
n hiring durin
g to hire even
overy. Where
selecting and
es is going to
We don't' wa
nizations' hard
iring and re‐h
n economic n
with HR functi
member that m
y the instructo
riented, just l
ent where po
elop, and Re
ough environ
may need to "
human resour
before. In this
of training in m
uiting, emplo
employees, a
environment i
th less in the
n and financia
e in HR functio
y we would ne
we have our o
ge. Keep in m
the potentia
in HR functio
tary" look at
tions. In othe
ay not be the
ture, so be su
closely befor
ned, the new
everyone to d
In some indu
may be moving
y in others. O
with high tur
ng the recessi
n during the s
ever you are,
retaining the
be vitally imp
nt to spend t
d‐earned cash
hiring. So it se
ecessity to in
ions.
many training
ors and facilit
ike HR's front
otential empl
etain 1:
ment,
"pitch in"
rces function
s series, we
major HR
oyee
nd retention.
is calling for
form of
al. As we
ons, let's
eed or want
own
mind that our
l for
ons, and that
getting
r words,
right fit for
ure to
e offering
economic
do more
stries and
g again, but
n the other
rnover may
on and are
slow and
consider the
e right
portant going
too much of
h on a repeat
eems that it
nvolve
g personnel,
tators, are
t line. In an
oyees can
.
t
see r
may
toge
real
But b
fit in
train
how
depa
vario
how
train
proc
care
staff
why
the f
whic
Train
care
you'v
train
durin
prog
next
time
serve
too b
As w
shou
offen
perfo
offer
with
learn
the m
shar
prog
after
com
but a
with
may
whic
majo
selec
right through
be necessary
ether to ensur
‐ and not just
beyond all of
n with the ove
ning departme
w they do it. Fo
artment may
ous levels. In
w the most qu
ning, react to
cedures, and m
ers. On the o
f can probably
candidates fa
first 90 days.
ch we will disc
ning can also
er path, even
ve taken the
ning program,
ng economic
gram to help p
t move can be
e during their
es as a caree
busy in other
we discussed,
uld be undert
nd or indicate
orming. So th
r the assistan
hout 'muscling
n in this serie
most part, mu
re with HR is b
grams, or into
r training. It m
posite picture
after that HR
h what you've
want to offe
ch you and yo
or HR functio
ction. Natura
h a false posit
y to use HR a
re that the "p
t "lip service.
f this, how exa
erall HR pictu
ents know wh
or example, y
handle new‐
that role, you
alified candid
the company
move on to h
other side of t
y pinpoint a f
ail either in tr
These are bu
cuss in detail
take people t
n before they
time to build
, even if it ha
uncertainty,
people figure
e. And you ca
careers. In th
r counselor, e
r areas.
no move into
taken in a way
e that HR per
he question h
nce of the trai
g in'?" First, u
es as a market
uch of the inf
built in to you
o the evaluati
may take a litt
es of success
may be able
e provided. Bu
er a slightly m
our departme
ns, like recru
lly the trainin
ive attitude, i
nd training
people proces
"
actly does tra
re? For starte
ho succeeds ‐
your training
hire training
ur instructors
dates survive
y's policies an
have successf
that, your tra
few good reas
raining or wit
uilt‐in benchm
.
through their
embark upo
d an effective
s been on ho
you can use t
e out what the
n do this at a
his sense, trai
especially if H
o assisting HR
y that would
rsonnel are no
ere is, "How
ining departm
use what you'
ting campaign
formation you
ur training
on of particip
tle work to b
ful job candid
to move forw
ut if you can,
ore active ro
ent participate
itment and
ng role grows
3
it
ss" is
aining
ers,
‐ and
at
s see
nd
ul
ining
sons
thin
marks,
r
n it. If
ld
the
eir
any
ining
HR is
R
ot
do I
ment
'll
n. For
u can
pants
uild
dates,
ward
you
le, in
e in

4.
when it co
but why n
Overall, y
on the fac
assistance
that we've
training ro
recruitme
2: Recru
Summary
one of the
organizat
the hiring
look at ho
HR in recr
An organi
important
Consider t
rate near
metro are
likely field
two posit
trade is de
fit," it may
they have
candidate
important
recruiting
First, rem
view of ho
some orga
for weeks
becoming
employee
great kno
succeed, a
organizat
already be
let's face
concerned
people th
efficiently
departme
omes to deve
not offer help
our approach
ct that econo
e, both now a
e taken a bro
ole in HR func
ent.
iting
: The recruiti
e most impor
ion. After all,
g cycle has to
ow the trainin
ruiting.
zation's recru
t job, especia
this: with a n
10 percent, w
eas even high
ding hundred
ions. Althoug
etermining w
y be easier w
e a highly con
es. That's why
t for training
g process.
ember that t
ow people do
anizations, ne
s, with trainer
g very involve
es up to speed
wledge of wh
and how they
ions, training
e sharing this
it: in less diffi
d with its bot
rough the ne
y as possible.
ent was doing
elopment and
p on the front
h can be one t
mics dictates
and in the lon
oad overview
ctions, let's m
ng function is
rtant within th
if recruiting g
kick into ove
ng departmen
uiters perform
ally in this env
ational unem
with some sta
er, recruiters
s of resumes
gh recruiters'
who is the pot
with so many r
crete view of
y it may be ju
to get involve
raining has an
o after they ar
ew hire traini
rs and facilita
ed in bringing
d. In this way
ho succeeds, w
y do it. In som
departments
s information
icult times, tr
ttom line and
ew hire proces
If your trainin
g this, can you
d retention,
end as well?
that focuses
s your
ng run. Now
of the
move to
s perhaps
he
goes wrong,
rdrive. Let's
nt can assist
m a vitally
vironment.
mployment
ates and
s are most
for one or
stock and
ential "right
resumes if
f the best job
st as
ed in the
n in‐depth
re hired. In
ng may last
tors
the new
, training has
why they
me
s may
with HR. But
raining was
getting
ss as
ng
u honestly
s
t
say t
with
or "p
Sit d
this t
able
quic
attri
perfo
the s
befo
Once
them
find
thing
eithe
area
Man
othe
over
enth
reall
HR t
facili
recru
com
bala
know
the b
In a
them
hirin
facili
or sh
here
them
not o
also
like t
hired
In th
effic
can s
own
chat
that they sha
h HR? If not, c
profile" of the
own with you
topic ‐ chanc
to construct
kly. Have the
butes, and at
ormers. Alter
same aspects
ore training en
e you have cr
m with your re
that recruite
gs you found
er way, your c
a will be valua
ny organizatio
er recruiting e
rview, training
husiastic playe
y help in attr
he services o
itators, even
uiting event.
bination of H
nce of enthus
wledge of wh
best candidat
related area,
mselves up as
ng begins. For
itator attends
he can allude
e now and wil
m during the o
only encoura
a form of adv
they are goin
d.
he way of mar
cient and well
serve as a wa
. For example
ts with recruit
red any kind
consider creat
e best candid
ur staff and s
es are that in
an accurate
m examine th
ttitudes of the
rnatively, hav
s of people w
nded or short
reated these
ecruiting con
rs did not kno
out, or mayb
continued co
able.
ons are attend
events. As we
g people are
ers, that is, th
racting talent
of your star tra
if it's for one
The group m
HR and trainin
siasm, couple
ich event par
tes for the op
training pers
s "coaches" ev
r example, if a
s a job fair wi
to the fact th
ll be there wh
on‐boarding
ging to a pote
vertising. No
ng to be alone
rketing and a
l‐constructed
alking adverti
e, as candidat
ters at hiring
of benchmar
ting a "roadm
ates in each j
imply brainst
nstructors wil
profile rather
he backgroun
eir best
ve them exam
ho either left
tly thereafter
profiles, shar
tacts. You ma
ow some of t
be they did. B
ontribution in
ding job fairs
e discussed in
generally
he ones who
. If you can, o
ainers or
afternoon
ay find that t
ng creates a g
ed with the
rticipants will
pen positions.
sonnel can se
ven before th
an instructor
ith a recruiter
hat the "coac
hen you need
process. This
ential recruit,
one wants to
e after they ge
dvertising, yo
training prog
sement on its
tes finish the
events, consi
4
rks
map"
job.
torm
l be
r
nds,
mine
t
r.
re
ay
he
But
this
or
the
can
offer
he
reat
l be
.
t
he
or
r, he
h" is
d
is
, it's
o feel
et
our
gram
s
ir
ider

5.
having the
few mom
potential
may recei
with your
even unus
but even
candidate
employer
hiring is re
along way
candidate
to come i
developin
little easie
Recruiting
many of t
and abilit
and hiring
selections
training ca
3: Emplo
Summary
may be ab
recruiting
employee
contributi
process.
If your de
recruiting
bring in a
when it co
responsib
HR. How c
even from
First, your
include m
should inc
process. I
managers
must take
hiring pro
as coachin
e instructors
ents to discu
career paths,
ive as they go
r organization
sual approach
in the curren
es may have a
rs. The fact th
epresented o
y in attracting
es. And with t
nto the organ
ng and retaini
er.
g tends to cre
hem with the
ies. Once the
g managers h
s. And this is a
an lend a han
oyee Selectio
: Although th
ble to take an
g process, the
e selection. Le
ions you can
partment has
g, you may ha
pool of talen
omes to selec
bility passes to
can training p
m a less direct
r overall train
management t
clude training
n some organ
s and those w
e a "core" of c
ocess, the ma
ng, corrective
or facilitators
ss the trainin
, and the sup
o through the
n. This may be
h for a recruit
t environmen
a few choices
at the "next s
on the front e
g the best and
those candida
nization, the p
ng them may
eate a pool of
e same knowl
y are in the p
ave to make
another area
nd.
on
he training de
n active role in
role is more
et's examine s
make to the s
s been able to
ve been able
nted job cand
ction, the maj
o the hiring m
participate in
t perspective?
ning program
training, whic
g on the entir
nizations, you
wanting to be
courses that t
nagement pr
e action, and
s take just a
g program,
port they
eir careers
e a novel or
ting event,
nt the best
of
step" after
nd may go
d brightest
ates poised
process of
y seem a
f candidates,
ledge, skills,
process, HR
their
where
partment
n the
indirect for
some
selection
o assist in
to help
idates. But
jor
manager and
this process,
?
should
ch, in turn,
re hiring
u'll find that
promoted
teach the
ocess, such
performance
evalu
orga
how
migh
To st
inexp
resu
envi
could
crea
does
even
want
twice
want
it or
horr
inap
man
durin
instit
to m
narro
a ma
brigh
wait
In ad
shou
crea
ques
mak
inter
crea
espe
num
forge
so th
jump
com
tech
eme
profe
abou
have
uation, and th
anization alrea
w the hiring tra
ht be the time
tart with, bot
perienced ma
me evaluatio
ronment whe
d still be rath
te your own
sn't need to b
n lend itself to
t to outsourc
e a year. But
t to train man
not, interview
rors, ranging f
propriate que
nagers taking
ng the intervi
tution within
make sure this
ow the candi
anager makes
ht candidates
ting for them.
ddition to the
uld focus on t
te job‐based
stions that wi
es decisions a
rviewing cour
te an effectiv
ecially if the m
merous people
et "who's wh
he template a
p‐start his or
munication s
niques to the
erge, they will
essional inter
ut them and t
e memorable
hen leadersh
ady does this
aining is set u
e to create a
th experience
anagers can u
on, especially
ere the pool o
her large. You
program in ta
be anything fa
o an online pi
ce this type of
more import
nagers on int
wees are rep
from hiring m
estions to tho
phone calls o
iew. As the ed
your organiz
s is not happe
dates down t
s interview m
s may just hav
.
e obvious, inte
teaching man
behavioral in
ill explain how
and works wi
rses should to
ve interview t
manager is int
e over a few w
o" after a ser
a manager cre
her memory.
skills and pane
e training. Wh
l be able to co
rviews, which
their organiza
"portraits" o
ip. If your
s, take a look
up. If not, now
program.
ed and
use a hand on
in an
of candidates
may be able
andem with H
ancy and may
iece. Or, you
f training onc
tantly, you wi
erviewing. Be
orting all kind
managers aski
ose same
or checking em
ducational
zation, you w
ening. What if
to one or two
mistakes? Thos
ve another jo
erviewing tra
agers how to
nterviewing
w a candidate
ithin a team.
ouch on how
template,
terviewing
weeks. It's ea
ries of intervi
eates should
. Finally, add
el interview
hen manager
onduct
h speak volum
ations, as wel
of each candid
5
at
w
n
s
to
HR. It
y
may
ce or
ill
elieve
ds of
ng
mails
ant
f you
o and
se
ob
aining
o
e
Also,
to
sy to
ews,
s
mes
ll as
date.

6.
Moving fr
departme
may be ov
interview
some of t
managers
questions
interview
even in ta
can be inv
make a di
To augme
hiring pro
staff use t
For examp
able to co
creating t
templates
they've un
those suc
the hiring
whether t
not.
The one c
selection
indirect, p
training p
people in
to believe
organizat
confined t
decision,
stakehold
represent
Next, we
that train
developm
4: Develo
Summary
human re
stock and
of the tra
we will ta
rom the actua
ent can also o
verworked try
s, so your hel
he burden. Fo
s may need to
s, their templa
s. In the abse
andem with a
valuable for a
fficult hiring
ent this assist
ocess or durin
their benchm
ple, your new
oach manager
heir interview
s using the su
ncovered ove
cessful traits
g manager wil
the candidate
caveat to train
is to rememb
passive role. T
ersonnel in o
an interview
e that no one
ion. Plus, the
to those who
such as hiring
ders, or huma
tatives.
will move int
ing has in the
ment and rete
opment
: The develop
esources is the
trade. As we
ining role in s
ke a deeper l
al training rol
offer support.
ying to recrui
lp internally m
or example, n
o discuss thei
ates, or even
ence of an HR
recruiter, yo
a manager wh
decision.
ance, either d
ng the training
arking to hel
w‐hire trainers
rs in the initia
w questions a
uccessful com
er time. If you
into interview
l be more ab
es have those
ning involvem
ber that it rea
Try to avoid h
on interviews.
may lead the
makes decisi
interviews sh
o will be maki
g managers, c
n resources
o the more o
e hiring proce
ntion.
pment compo
e training dep
e continue ou
some HR resp
ook at develo
e, your
Again, HR
it and set up
may take
newer
r interview
their
presence, or
ur assistance
ho is trying to
during the
g, have your
p managers.
s may be
al stages of
and
petencies
u translate
w questions,
le to judge
e traits or
ment in
ally is an
having
. Too many
e candidate
ions at the
hould be
ng the actual
colleagues,
bvious roles
ess:
onent of
partment's
r discussion
ponsibilities,
opment.
r
e
o
The
role
man
will t
dete
this a
First
such
base
and
place
have
"fun
form
appr
then
may
How
can r
impr
alrea
and
cons
train
The
desc
prom
invo
turn
this
obta
train
invo
certa
need
othe
beca
the p
lead
give
lette
narro
over
development
for training.
ny forms, whic
take a differe
ermining how
all‐important
t, let's examin
h as classroom
ed learning. D
its scope, you
e for just abo
e a formal tra
nel" for the r
mal training pr
roach, where
n go to online
also use one
wever your for
rely on HR to
rove each com
ady evaluatin
supervisor pe
sidered going
ning?
HR departme
criptive numb
motions, volu
luntary termi
over, HR will
is the case at
ain a profile o
ning. For exam
luntary termi
ain procedura
ds to be impr
er hand, if ter
ause of issues
problem coul
ership trainin
you will not s
er, but it will m
ow down som
rall training p
t of human ca
Development
ch we will rev
ent view on de
w we can best
t facet of day‐
ne formal trai
m, online, and
Depending on
u may have fo
out every pos
ining program
rest of the org
rogram may b
participants
e learning inte
e approach or
rmal training
help you eva
mponent. You
ng training fro
erspective, bu
g in tandem w
ent is usually
bers, such as p
ntary termina
ination. In ca
usually know
t your organiz
of what's happ
mple, if you fi
inations occu
al issues, perh
oved in those
rminations are
s with manag
d lie with ma
ng. Obviously
spell out the
more than lik
me improvem
rogram.
apital is a prim
t can come in
view. Howeve
evelopment b
leverage HR
‐to‐day busin
ning program
d social‐media
your organiz
ormal training
ition. Or, you
m that serves
ganization. Yo
be a blended
attend class a
erventions, bu
r the other.
is structured
aluate and
u are probabl
om the partici
ut have you e
with HR to eva
privy to
position turno
ation, and
ses of involun
w the reason.
zation, you ca
pening after
nd that
ur often becau
haps training
e areas. On th
e involuntary
ers or superv
anagement or
the data HR
problem lette
kely help you
ments to the
6
mary
n
er, we
by
in
ness.
ms,
a
zation
g in
may
s as a
our
and
ut it
, you
ly
ipant
ever
aluate
over,
ntary
If
an
use of
he
y
visors,
r
can
er for

7.
There are
employee
your orga
program?
an effectiv
Because O
with job p
take what
improve p
can't seem
OTJ progr
overall pr
Alternativ
compone
The key w
to have H
do. When
implemen
involved.
under dev
the recrui
can give t
candidate
on what s
you are lo
levels, suc
already di
beginning
environm
training ‐
With this
side" of e
career pat
informal t
5: Develo
Summary
functions,
terms of t
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11.
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offers 20+
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