Role of Strategic Training and Development in Organizational Success
Role of Strategic Training and Development in Organizational Success
Dr. S.K.Prasad, Director, New Horizon Leadership Institute directornhli@newhorizonindia.edu Introduction
By definition, training and development refers to the process to obtain or transfer knowledge, skills and abilities needed to carry out a specific activity or task. The benefits of training and development--for both the employer and employee--are, in fact, much broader. To meet current and future business demands, training and development encompasses a wide range of learning actions, from training for tasks and knowledge sharing to improved customer service and career development, thus expanding individual, group and organizational effectiveness.
Strategic positioning of training and development directly promotes organizational business goals and objectives . Key business challenges require that companies thoughtfully evaluate their market position and determine the talent, skills and knowledge to be successful. While the overall responsibility for training and development usually falls under the human resources department, the reporting relationship between HR and the training function varies from company to company.
Why Organizations should focus on continuous Learning and job training?
Rapid changes in technology, the exportation of jobs (e.g., manufacturing), downsizing, shortcomings in formal education (e.g., high school level), global competition and the aging workforce are some of the major reasons making organizations to focus on continuous learning and job training . While many organizations increasingly focus on training, development tends to be neglected. As a result of the shift from company to individual responsibility for career development, not all employers feel obligated to provide development opportunities. Further, when economic times are difficult, development becomes a prime target for budget cuts. However, it may also be considered as a the social and moral
Dr. S.K.Prasad, Director, New Horizon Leadership Institute directornhli@newhorizonindia.edu Introduction
By definition, training and development refers to the process to obtain or transfer knowledge, skills and abilities needed to carry out a specific activity or task. The benefits of training and development--for both the employer and employee--are, in fact, much broader. To meet current and future business demands, training and development encompasses a wide range of learning actions, from training for tasks and knowledge sharing to improved customer service and career development, thus expanding individual, group and organizational effectiveness.
Strategic positioning of training and development directly promotes organizational business goals and objectives . Key business challenges require that companies thoughtfully evaluate their market position and determine the talent, skills and knowledge to be successful. While the overall responsibility for training and development usually falls under the human resources department, the reporting relationship between HR and the training function varies from company to company.
Why Organizations should focus on continuous Learning and job training?
Rapid changes in technology, the exportation of jobs (e.g., manufacturing), downsizing, shortcomings in formal education (e.g., high school level), global competition and the aging workforce are some of the major reasons making organizations to focus on continuous learning and job training . While many organizations increasingly focus on training, development tends to be neglected. As a result of the shift from company to individual responsibility for career development, not all employers feel obligated to provide development opportunities. Further, when economic times are difficult, development becomes a prime target for budget cuts. However, it may also be considered as a the social and moral