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In the field of Human Resource Management, Training & Development is the field concerned with organizational activities aimed

at bettering the performance of individuals and groups in organizational settings. It has been known by several names, including employee development, human resource development, and learning & development. Training & Development ensures that randomness in organizational setting is reduced, and learning or behavioral change takes place in structured format. The conflicts at workplace, with perhaps the most devastating career consequences, are those that take place between employees and their bosses. Training an employee to get along well with authority and with people who entertain diverse points of view is one of the best guarantees of long-term success. Training & Development encompasses three main activities: training, education, and development. These three are often considered to be synonymous; however, they encompass three separate, although interrelated, activities: 1. Training: This activity is both focused upon, and evaluated

against, the job that an individual currently holds. 2. Education: This activity focuses upon the jobs that an individual may potentially hold in the future, and is evaluated against those jobs. 3. Development: This activity focuses upon the activities that the organization employing the individual, or that the individual is part of, may partake in the future, and is almost impossible to evaluate. Traditional Approach to Training & Development - Most of the organizations never used to believe in training before. They were holding the traditional view that managers are born and not made. There were also some views that training is a very costly affair and not worth the time and efforts involved. Organizations used to believe more in executive pinching. But now the scenario seems to be changing. Modern Approach to Training & Development - Indian Organizations have now realized the importance of corporate

training. Training is now considered as more of retention tool than a cost. The training system in Indian Industry has been changed to create a smarter workforce and yield the best results. Stakeholders in Training & Development The "stakeholders" in training and development are categorized into several classes:

The sponsors of training and development are senior managers of the organization. The clients of training and development are business planners. Line managers are responsible for coaching, resources, and performance. The participants are those who actually undergo the processes. The facilitators are Human Resource Management staff. The providers are specialists in the field.

Each of these groups has its own agenda and motivations, which sometimes conflict with the agendas and motivations of the others. Objectives of Training & Development

Principal Objective - To make sure there is availability of a skilled and willing


workforce to an organization.

Individual Objectives To help employees in achieving their personal goals, which in turn, enhances the individual contribution to an organization. Organizational Objectives To assist the organization with its primary objective by bringing individual effectiveness. Functional Objectives To maintain the departments contribution at a level suitable to the organizations needs. Societal Objectives To ensure that an organization is ethically and socially responsible to the needs and challenges of the society.

Training is an important factor in all firms business strategy, but firms dont assess the impact of training programme over the employees all the time. Training is effective only if it produces desired outcome. When the organization is implementing a training programme, there should be an ideal forum on which the evaluation scheme can be build and assessment of effectiveness of training and development activities can be done. The article elucidates the impact of an effective training programme on the career growth and development of employees. The author has also put forward some suggestions for increasing the effectiveness of the training that will help the organization to step into a bright future.

Training and Development- A Prologue Intensifying business performance is an expedition, not a destination. The success of business operations depends upon the ups and downs of the employee performances. Hence the HR managers started looking for the methods to boost the performance and efficiency of its workforce to carry out the work today and to train them for meeting tomorrows goal. Training programmes had developed many years back, but now-a-days, it became a crucial factor in companies with certain objectives in mind. Training and development practices should boost up performance and develop the skills, knowledge and expertise of the employees. The vital objective of training is to build up right ability and capability in the labor force so that they can perform to meet the needs, wants and expected returns of the employer. The training procedure comprises of three phases: Phase 1: Pre-training: - This may also be called as the preparation phase. The process starts with an identification of the circumstances requiring more efficient performance. A firms concern prior to training lie primarily in four areas: Clarifying the precise objectives of training and what the organization expects to make use of the participants after training; selection of appropriate participants; building favorable expectations and inspiration in the participants before training; and planning for any changes that improved task performance requires in addition to training. Phase 2: Training: - During the course of the training, participants focus their attention on the new impressions that seem useful, thought-provoking and engaging. There is no guarantee that the participants will in fact learn what they have chosen. But the main reason remains; trainees explore in a training situation what interests them, and a training institutions basic task is to offer the required opportunities. Phase 3: Post-Training: - This may be called as the follow up phase. When the trainees go back to job after attending the training, a practice of adapting change begins for each one participated. The newly acquired skills and knowledge undergo modification to fit the work condition. Participants may find their organizations offering support to use the training and also the support for continuing contact with the training institution. On the other hand, they may step

into a quagmire of distrust. More effective behavior of people on the job is the prime objective of the training process conducted by an organization as a whole. Assessment of Training- What is the Need? Corporate, today, expend large amount of money on imparting training and development practices. But prior to spending such vast amount, they should analyze the need for conducting training to the workforce. There are chances in which firms can make mistakes if they are not assessing the training needs. An employee, for sure, requires training when he is found to be not capable enough to meet the goals of the organization and when there is a gap between the current performance and expected performance. Meagerness in recital occurs due to the lack of sufficient knowledge and expertise, monotonous management or any other personal and official issues. All these problems spotted can be tackled by providing an effective training programme to the right employee and at the right point of time.