An overview of training and development process in an organization

Shaharu B.

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An overview of training and development process in an organization

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Abstract

The genre of ‘Employees' seems to have evolved through a transformation process. They are now more growth oriented, ambitious, industrious, forward-looking and increasingly vulnerable to the rocking changes in the industry. They have a high self-concept and seek intrinsic motivation in the form of work satisfaction, intellectual growth and gratification of cognitive needs. The premium on career growth, self development and the critical nature of employee retention are certain issues that have conspired to extend the moving frontiers of training needs. Every organization needs to have experienced and well employees to perform the activities to them. In a rapidly changing society training is an activity, which is, must for maintaining a viable and knowledgeable work force. Success of any training program largely depends upon proper identification of training needs. It has been seen that many organizations invest considerable resources in training and development but never really examine how and where this can most effectively promote organizational objectives and individual growth. The failure to analyze training needs within the organization will lead to lesser of benefits and huge investment in the training program of the institute.

Introduction
Training
1. The training apparatus
2. The primary objective of training
The training system
Training and development process
1. The three phases of training
Categories of organizational employees
Training and learning
1. Theories of learning
2. Environmental perspective
Principles of learning
1. Learning and motivation
2. Feedback and learning
3. Practice and learning
4. Learning curve
5. Transferring learning
Objectives of learning
1. Business objectives
2. Employee benefits
3. Staying competitive
4. New business opportunities
Traning methods

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[...] Training is also a perfect opportunity for business to get to know its staff, and for them to get to know each other Staying competitive To retain an edge over their competitors, organizations have to keep abreast of industry changes, technological advances and new industry legislation New business opportunities Trained and motivated staffs, who understand the specifics of your business operations, are a sustainable competitive advantage. They will give your business the competitive edge by: Increasing productivity and standards in production, therefore boosting your business reputation Being able to undertake a greater variety of work and therefore allow you to expand or open up [...]

[...] More recently an approach has been offered that blends both of these theories-learning is a continuous interaction between the individual and the social environment in which he or she functions. That is called social- learning theory. This theory acknowledges that individual learns by observing what happens to other people and just by being told about something, as well as by direct experiences. Four processes have been found to determine the influence a model will have on an individual: 1. Attention processes: People only learn from a model when they recognize and pay attention to its critical features. [...]

[...] Organization face difficulty in handling them and they need attitudinal training to develop positive attitude towards work. Stars the employees upon which the organization may feel pride. Keeping in view the category of employees the major areas of organizational training are human relation, value system attitude, motivation and morale, stress management, and communication and mutual trust etc. TRAINING AND LEARNING Training and Learning: To understand what training techniques can do to improve an employee's job performance, it need to be explained how people learn. [...]

[...] In India, training as an activity has been going on as a distinct field with its own roles, structures and budgets, but it is still young. This field is however; expanding fast but controversy seems to envelop any attempts to find benefits commensurate with the escalating costs of training. Training has made significant contributions to development of all kinds. Training is essential; doubts arise over its contribution in practice. Complaints are growing over its ineffectiveness and waste. The training apparatus and costs have multiplied but not its benefits. [...]

[...] High labor productivity will increase your business output and can open a greater share of the market, or expand the market through an increase in quality and reputation Business Objectives. Staff Retention Training increases staff retention as it gives employees an incentive to stay on. Staff retention is a significant cost saving. The loss of one competent person can cost the equivalent of at least a year's pay and benefits. In some companies, training programs have reduced staff turnover by 70 per cent and have led to a return on investment of 7,000 per cent. [...]

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