Training And Development, The Training And Development Policy At Genpact
Chapter-6 Training and Development
This chapter explains the HR function of training and development, the training and development policy at Genpact, subsequently the policy integration and its impact on organizational performance. Proceeding from the framework the research findings are described and at the end, discussions on results are outlined.
Training and development is one of the most important aspects of work lives of all working professionals, not matter on which hierarchy they may be an organisation. The first learning begin at many years of schooling.
The basic criteria for the terms “Training” and “Development” are:
• Training: This activity is both focused upon, and evaluated against, the job that an individual currently holds i.e Preparing for present role.
• Development: This activity focuses upon the jobs that an …show more content…
The sponsors of training and development are senior managers. The clients are business planners, the Line managers are responsible for coaching, resources, and performance. The participants are those who actually undergo the processes. The facilitators are Human Resource Management staff. And the providers are specialists in the field. Each of these groups has its own agenda and motivations.
Training is normally viewed as a short process compared to development. When it is applied to lower and middle management staff it is called as training and when it is applied to senior level it is called managerial development program/executive development program.
Depending on the nature of business, goals of the economy and labor conditions different organizations may have different training and development goals. However mentioned below are the primary goals an effective “Training and Development” policy seeks to attain.
The purpose of training and development can be explained as follows:
1. Improving quality of
This chapter explains the HR function of training and development, the training and development policy at Genpact, subsequently the policy integration and its impact on organizational performance. Proceeding from the framework the research findings are described and at the end, discussions on results are outlined.
Training and development is one of the most important aspects of work lives of all working professionals, not matter on which hierarchy they may be an organisation. The first learning begin at many years of schooling.
The basic criteria for the terms “Training” and “Development” are:
• Training: This activity is both focused upon, and evaluated against, the job that an individual currently holds i.e Preparing for present role.
• Development: This activity focuses upon the jobs that an …show more content…
The sponsors of training and development are senior managers. The clients are business planners, the Line managers are responsible for coaching, resources, and performance. The participants are those who actually undergo the processes. The facilitators are Human Resource Management staff. And the providers are specialists in the field. Each of these groups has its own agenda and motivations.
Training is normally viewed as a short process compared to development. When it is applied to lower and middle management staff it is called as training and when it is applied to senior level it is called managerial development program/executive development program.
Depending on the nature of business, goals of the economy and labor conditions different organizations may have different training and development goals. However mentioned below are the primary goals an effective “Training and Development” policy seeks to attain.
The purpose of training and development can be explained as follows:
1. Improving quality of