Date post: | 17-Nov-2014 |
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TRAINING TRAINING AND AND
DEVELOPMEDEVELOPMENT AS NT AS
STRATEGY STRATEGY FOR FOR
GROWTHGROWTH
INTRODUCTIONINTRODUCTIONTraining is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviors' to enhance the performance of employees.
Training is activity Training is activity leading to skilled leading to skilled
behaviorbehavior It’s not what you want in life, but it’s knowing how to reach it
It’s not where you want to go, but it’s knowing how to get there
It’s not how high you want to rise, but it’s knowing how to take off
It may not be quite the outcome you were aiming for, but it will be an outcome
It’s not what you dream of doing, but it’s having the knowledge to do it
It's not a set of goals, but it’s more like a vision It’s not the goal you set, but it’s what you need to
achieve it
Need for Training and Need for Training and DevelopmentDevelopment
Before we say that technology is responsible for
increased need of training inputs to employees, it is
important to understand that there are other factors too
that contribute to the latter. Training is also necessary for
the individual development and progress of the
employee, which motivates him to work for a certain
organization apart from just money. We also require
training update employees of the market trends, the
change in the employment policies and other things.
Factors that contribute to the increased Factors that contribute to the increased need to training and development in need to training and development in organizationsorganizations
ChangeThe word change encapsulates almost everything. It is one of the biggest factors that contribute to the need of training and development. There is in fact a direct relationship between the two. Change leads to the need for training and development and training and development leads to individual and organisational change, and the cycle goes on and on. More specifically it is the technology that is driving the need; changing the way how businesses function, compete and deliver.
Development
It is again one the strong reasons for training and development becoming all the more important. Money is not the sole motivator at work and this is especially very true for the 21st century. People who work with organisations seek more than just employment out of their work; they look at holistic development of self.
Process of training and Process of training and developmentdevelopment
STEP 1: ESTABLISHING A NEEDS ANALYSIS.
STEP 2: DEVELOPING TRAINING PROGRAMS AND MANUALS.
STEP 3: DELIVER THE TRAINING PROGRAM
STEP 4: EVALUATE THE TRAINING PROGRAM.
STEP 1: ESTABLISHING A STEP 1: ESTABLISHING A NEEDS ANALYSIS.NEEDS ANALYSIS.
This step identifies activities to justify an investment for training. The techniques necessary for the data collection are surveys, observations, interviews, and customer comment cards
Objectives of needs analysis Objectives of needs analysis
- "Why" is training needed? - "What" type of training is needed? - "When" is the training needed? - "Where" is the training needed? - "Who" needs the training? and
"Who" will conduct the training? - "How" will the training be
performed?
STEP 2: DEVELOPING TRAINING STEP 2: DEVELOPING TRAINING PROGRAMS AND MANUALS.PROGRAMS AND MANUALS.
This step establishes the development of current job descriptions and standards and procedures. Job descriptions should be clear and concise and may serve as a major training tool for the identification of guidelines. Once the job description is completed, a complete list of standards and procedures should be established from each responsibility outlined in the job description. This will standardize the necessary guidelines for any future training.
STEP 3: DELIVER THE STEP 3: DELIVER THE TRAINING PROGRAMTRAINING PROGRAM
This step is responsible for the instruction and delivery of the training program. Once you have designated your trainers, the training technique must be decided. One-on-one training, on-the-job training, group training, seminars, and workshops are the most popular methods.
STEP 4: EVALUATE THE STEP 4: EVALUATE THE TRAINING PROGRAMTRAINING PROGRAM
This step will determine how effective and profitable your training program has been. Methods for evaluation are pre-and post- surveys of customer comments cards, the establishment of a cost/benefit analysis outlining your expenses and returns, and an increase in customer satisfaction and profits.
CASE STUDY: SIEMENSCASE STUDY: SIEMENS
Workforce planning enables Siemens to identify its training needs
Siemens is a one of the largest electrical and electronics engineering companies in the world. Every year it employs 20000 people in UK. In addition, Siemens UK invested a huge amount of money only on research and development, because their business focused on ‘innovation’.
Therefore, for growth of their business, Siemens needs people with first class level of skill, knowledge and capability in engineering, IT, business and other relevant field.
Kinds of workforce Kinds of workforce Environment ScanCurrent Workforce ProfileFuture Workforce ViewAnalysis and Targeted FutureClosing the gaps
Siemens development Siemens development programprogram
ApprenticeshipsSiemens Commercial AcademySiemens Graduate Programs
Benefits of training and Benefits of training and development todevelopment to
SiemensSiemensFlexible adaptable employees take on
new roles and technologyImproving productivity and earning more
revenueLong-term employee commitmentAttractive to future employeesEmployee confidence, motivation and job
satisfaction
Effectiveness of Training and Effectiveness of Training and Development to Development to
At first, the employees and their line manager agree the objectives at the
beginning of the project.
After that, objectives monitored throughout the whole project formally or
informally, it ensures that all training is successful and for the best interests
of the company.
Annually the line manager discusses the result about progress toward the
objective that has been set. Feedbacks are also discussed with the
employees whether any implementation is needed or not. It helps Siemens
to get feedback from staff on changes.
Another thing is new objectives are also set. In some cases,
appraisals linked to pay reviews.
In some cases, appraisals linked to pay reviews. This helps
the employee to feel valued and that motivate them to
perform better or to put their best effort.
When they have seen that staffs are up-to-date in a fast
changing business and they are involved in rapid change
with the situations, then they can measure that training and
development program was successful.
Training and development helps Training and development helps Siemens in achieving its business Siemens in achieving its business
objectivesobjectives
As Siemens provide training to their employees to
improve their performance as well as have up-to-
date knowledge and skills remain competent in the
highly competitive market. This makes the
employee motivated and confident. In addition,
they have updated knowledge so they are the asset
for the organization. The employees feel valued
and stay longer in organization
CONCLUSIONCONCLUSION
An organizations primary business objective is to
make profit. So trained employee can make more
profit by their skills and cost of new employees
can reduce by effective training program. In
addition, valued, satisfied and skilled employee
can empower the organization and gain a
competitive advantage. By training and
development program, Siemens can ensure its
long-term business objectives.
THANKYOU