overview of training in organization (role & structure )

8/3/2019 Overview of Training in Organization (Role & Structure )

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Role and Structure of Training


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y For organizational productivity training assumes greatsignificance . Though it is a type of education trainingis job oriented. It is skill learning . Education is wider

scope and general in purpose whereas training isorganization specific and practice based.

y Training is grater significance for the success ofmodern organizations. Training plays vital role in

developing and strengthening these competencies .Change of technology demands more knowledge ,skills and abilities and technical expertise.


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y Training is continuous and perennial activity .

y Human evolution is a part of the history.

y Alvin Tofler - Only change is permanent

y It helps acquire and required professional knowledge,Skills , ability, attitude, habits.

y Live with competency .


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y Hesseling - Sequence of experiences oropportunities designed to modified behavior in orderto attain a stated object .

y Oatey - Any activity which deliberately attempts toimprove a persons skill at a task.

y Training = Education + Development

y Training & Development Need =

Standard Performance Actual Performance


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SlNo.

Training Sl.No.

Development

1. Training focuses on technical,mechanical oriented operation.

1. Development focuses ontheoretical skill and conceptualideas.

2. Concerned with specific job ,skill &behavior.

2. Concern with related enhancementof general knowledge &understanding of non-technicalorganization function.

3. Is mostly for non managers. 3. Is for managers & executives

4. Focuses on current jobs. 4. Prepares for future job.

5. Focuses short term gains 5. Focuses long term accruals.


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Sl.

No.Training Sl.

No.Development

6. Is one shot deal. 6. Is continuous on-going process.

7. May result in enhancement of aparticular job skill.

7. May result in personal growth &development of overall personality.

8. Is the result of organizationalinitiative and hence motivation isextrinsic.

8. The motivation is intrinsic.

9. Is job oriented process and isvocational in process.

9. Is general in nature and strives toinculcate initiative, enterprise,

creativity, dedication and loyaltyamong executives.

10. Can be classified into 2 major typesa) on the job, b) off the jobtraining.

10. No such classification is possible.


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Sl.No.

Sl.No.

11. Training is usually imposed 11. Development activities such asthose supplied by managementdevelopment programs, are

generally voluntary.12. The staff members may have no

clear perception of therelationship between learning &career development.

12. Here the staff members haveexperience and knowledge , a cleardirect relationship between selfdevelopment and career success.

13. Evaluation for training isconsidered to be essential.

13. No evaluation for development ispossible.


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y Training = Subsystem of HRD

y Training = result achievement

y Value addition in an organization .

y Change in system to achieve better then earlier.


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y Increase Moral

y Increase quality

y Continues activity

y Tool to deal with problemy Skill achievement

y Change of technology

y

Diversification tool


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y To train the employee in the companies culture and ethos.

y To prepare the employees both newly recruited and alreadyemployed to meet the present as well as the futurerequirement of the job and the organization.

y To train the employees in order to improve the workmethods and skills so as to increase quality and quantity ofoutput.

y To prevent obsolescence.

y

To prepare employees for higher level responsibilities.y To increase the efficiency and the effectiveness of

employees by updating them on latest concepts andtechniques.


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y To facilitate succession planning to build up a secondline of competent employee.

y To reduce supervision and wastage and accident.

y To ensure economical out-put of high quality.y To develop inter-personal relations.

y To foster individual and group morale with positiveattitude and cordial relations.


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y The role of training is constantly being re defined whats certain is that its expensive, and must thereforebe a considerable contributor to the organization.

y

The new expectations of training have notmaterialized, this new program examines whatsneeded and more importantly how to delivermeasurable strategically based results. The new

training model is the basis for the programincorporating the latest techniques in getting resultsand achieving and exceeding training key performanceindicators.


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Those attending this program will:

y Be able to use a training model to achieve strategic alignment with all training activities

y Will be able to understand and use the new training model which covers the completetraining cycle

y Understand the key outputs from training and how these need to be measures.Performance-Competence knowledge

y Be able to use the new model for resolving conflicting priorities.y Understand the relevant success/cost and values of blended training including: e

learning, distance learning coaching, mentoring, traditional training and self-help.

y Be able to produce unit costs for training and calculate the return on investment of alltraining activities.

y Examine and improve the trainer delivery for existing courses and techniques forsignificant improvement in the future.

y Be able to use two formulas to calculate optimum size and budgets for an effectivetraining function

y Use the new track method for developmentand succession planning


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y Implementation of the methods taught will provide theorganization with:

y An improved unit cost per training dayy Establish bench marks from which improvements can be

madey Get training better defined so the organization can see the

relationship between training expenditure andPerformance/Competence and improved Knowledge

y Be able to see added value results from training activitiesy

Have a more cohesive link between organizationalobjectives and training focus.y Have the skills upgraded of those attending.y Avoid having a training function of the present and past.


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y To be inline with the latest thinking and actions in effectivetraining

y Learn not only the theory but also how to do it in apractical environment.

y To gain mastery of the measurement of training outcomesy To use techniques and methods that are inline with future

needs

y To be able to understand the strategic role and

organizational value of training and to be able to explainit to others

y To use the models and questionnaires on the course in thework place


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y Strategic Thinking

y Innovation

y Training Mastery

y Analyticaly Forward Planning

y Results measurement

overview of training in organization (role & structure )

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