THE CONCEPTUAL STUDIES IN

TRAINING & DEVELOPMENT

ON ORGANIZATION

INTRODUCTIONOBJECTIVETOPIC DEFINITIONCONTENTCONCLUSIONREFERENCES

INTRODUCTIONGood leadership and talent planning are very essential for the success of any organization. The realization of results in any organization is basically influenced by the efficiency and the effectiveness of the leadership styles adopted.

However, the success and sustainability of results in any business organization is dictated by the efficiency and competency of the workforce (Gibb 2008).Any business organization is responsible for training and developing talents within its employees. Based on the journal that we analyze it has been noted that successful organization has very intensive training and talent planning among their employees.

With regard to training, it's the responsibility of any organization to strategize on the most efficient training methods which will accrue success in the organizational processes. The main focus of our presentation is to discuss and explicitly analyze the various training and developmental methods that can be used in an organization

OBJECTIVEIdentifying the benefit of Training

and Development in organization

To understand how Training and

Development influence employees work

perfomance

What is training and development?

Training and development is defined by Dessler (2005) as a process that utilizes various methods to provide new and existing employees with the skills they need to perform the job.

Training is also viewed as a powerful agent for facilitating an organization’s expansion, development of capabilities and improvement of profitability (Cosh, Duncan, and Hughes, 1998).

Huang (2001) agreed too that a well educated and well trained workforce is essential in maintaining an organization’s competitive advantage.

This was affirmed by Noe (2002) that training is increasingly being called upon to serve as the catalyst to drive change and to assists an organization achieve its stated strategic objectives. The above indicated that training is critical to organization’s performance and success.

Difference between Training & Development:

Training:It's a short term process.Refers to instruction in technical and mechanical problemsTargeted in most cases for non-managerial personnelSpecific job related purpose

Development:It is a long term educational process.Refers to philosophical and theoretical educational conceptsManagerial personnelGeneral knowledge purpose

Noe (2002) however differentiates between training and development by stating that training refers to a planned effort by an organization to facilitate employees’ learning of job related competencies, whereas development relates to the formal education, job experiences, relationships and assessments of personality and abilities that will help the employees prepare for the future

TRAINING AND DEVELOPMENT OBJECTIVE

The principal objective of training and development division is to make sure the availability of a skilled and willing workforce to an organization. In addition to that, there are four other objectives: Individual, Organizational, Functional, and Societal.

Individual Objectives – help employees in achieving their personal goals, which in turn, enhances the individual contribution to an organization.

Organizational Objectives – assist the organization with its primary objective by bringing individual effectiveness.

OBJECTIVE (continued)

OBJECTIVE (Continued)Functional Objectives – maintain the department’s contribution at a level suitable to the organization’s needs.

Societal Objectives – ensure that an organization is ethically and socially responsible to the needs and challenges of the society. 

TRADITIONAL AND MODERN APPROACH OF TRAINING AND DEVLOPMENT

Traditional Approach – Most of the organizations before never used to believe in training. 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. Organizations used to believe more in executive pinching. But now the scenario seems to be changing. 

The modern approach of training and development is that Indian Organizations have 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

TRAINING PROGRAM

Discovering/identifying training needs

Perfomance try outPresentation of operation and knowledge

Preparation of the learner

Getting ready for the job

Follow up and evaluation

The Sequence of Training Program can be put in a Flowchart as below:

1)Discovering or Identifying Training Needs

A training program is designed to assist in providing solutions for specific operational problems or to improve perfomance of trainee

a)Organizational determination and Analysis: 

Allocation of resources that relate to organizational goal.

b)Operational Analysis

Determination of a specific employee behaviour required for a particular task

c)Man Analysis: (continued) Knowledge, attitude and skill one must possess for attainment of organizational objectives

2)Getting ready for the job: 

The trainer has to be prepared for the job. And also who needs to be trained - the newcomer or the existing employee or the supervisory staff.

3)Preparation of the learner:

• Putting the learner at ease•Stating the importance and ingredients of the job•Creating interest• Placing the learner as close to his normal working position• Familiarizing him with the equipment, materials and trade terms

4)Presentation of Operation and

Knowledge 

The trainer should clearly tell, show, illustrate and question in order to convey the new knowledge and operations. The trainee should be encouraged to ask questions in order to indicate that he really knows and understands so that the trainee can perform well in organization.

5)Perfomance Try Out

The trainee is asked to go through the job several times. This gradually builds up his skill, speed and confidence

6)Follow-up:

This evaluates the effectiveness of the entire training effort

An effective training fulfills the following criteria: Adaptation of the technique/method to the

learner and the jobProvides motivation to the trainee to improve job

perfomanceCreates trainee's active participation in the

learnine processProvide knowledge of results about attempts to

improve

Training Techniques

Methods of training

There are various methods of training, which can be divided in to cognitive and behavioral methods.

Another method are management development method.

Management development method are divided into two part:-

1.On the job training. 2.Off the job training.

Conceptual studies in

Training & Development

BIL.

SOURCE TITLE FINDING

1.

D. Wells, M. Schminke /

Human Resource Management Review

11 (2001) 135-158

Ethical development and human resources training An intergrative framework

Effective Ethic training program must be designed and implemented not as a sessions but as a system

2.

Dr. Rajesh Kumar Shastri Shilpi Srivastava

Australian Journal of Business and Management Research (AJBMR) No.1 Vol.1

Enhancing the skills of employee towards sustainability and growth of business enterprise:A case study with special refrence to Bharat Pumps And Compressor Limited (BPCL) Allahabad India.

Employee training and development is not only an employee developing activity but also a source to utilize the resources of an organization efficiently, it help to maintain a viable, knowledgeable workforce and achieve sustainability and growth of the enterprise

3. Ferika Özer Sarı /

Procedia Social and Behavioral Sciences 1 (2009) 1865–1870

Effects of employee trainings on the occupational safety and healthin accommodation sector

Systematic training programs about safety and health should be provided to employees to protect their physical and sipiritual health.

4.H.J. Martin, M.W. HrivnakBusiness Horizons (2009) 52, 605—616

Creating disciples: The transformation of employees into trainers

Training and development of employees help to save labor cost in organization

CONCLUSION

Training and development was an important activity that lead to an organization’s overall effectiveness in human resources management.There was ample evidence to conclude that training and development is required to build and sustain an organization’s competitive advantage via skills and knowledgeable workforce.

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Campinha-Bacote, J. & Campinha-Bacote, D. (1999). A framework for providing culturally competent health care services in managed care organizations. Journal of Transcultural Nursing, 10(3) 291-292. (s)

Campinha-Bacote, J., Yahle, T., & Langerkamp, M. (1996). The challenge of cultural diversity for nurse educators. Journal of Continuing Education in Nursing, 27 (2), 59-64. (s)