Training and Development: Needs, Identification and Action
Companies opting to distinguish themselves in the market through customer service require a workforce capable of providing a notable positive difference in customer experience versus that which a competitor can provide. Providing such an experience as a means to communicate and support your corporate brand requires several key factors be in place. It is no secret that success in business relies upon excellence in execution. While corporate leaders have historically looked to other functions, such as product development, marketing, and sales, to drive corporate success, today more and more eyes are looking to HR for help. In every industry, employees serve as the primary "channel" used to characterize the brand during direct contact with the customer. Thus one such tool to exemplify or empower the work force is training and development of employees in the organization in order to achieve better results from them. This research focuses on finding the needs of training and development in an organization and then acting upon it.
Change is the only thing that is consistent in the present scenario and we can see changes all over the world at the speed of light. After Economic reforms LPG (Liberalization, Privatization and Globalization has brought many changes in the Indian Business. Due to these changes in the environment for an organization to sustain they have to go about continuous change so as to maintain interface with the environment.
People, Process and Technology are the three crucial elements for the sustenance and growth of any organization and among these people play the most important role as they are the one’s who are going to use the process and technology.
Companies these days focus on winning faith of there employees to get best possible returns. They know that if the employees are motivated, excellent performance is ensured.
Competition and technology have increased the work pressure and more and more is demanded out of the employee every time. Not only is the work pressure there but less support from the home side is there as because of trend of nuclear families. As a result, workers have more to do every day in all parts of their lives. In such a scenario Training as a tool imparted by the organization to the employees for their development is the best way to ease out the tremendous pressure and challenges faced by the today’s workers.
Like there is difference in utility of a plate of food for a hungry person and for a person who just had a full course meal, same way training also has different requirements. A worker should be given training as per his need otherwise any unrequired training given will be of no use to the worker and so will not do any good to the organization thus giving no return on the investment . Rather it will be an expense with no meaning attached to it. Therefore before going on for a plan to organize training program in an organization, a trainer should go on for a training need assessment.
Training and Development can be described as interventions and activities that are intended to improve the knowledge and skills in organisations which increasingly focus on the learner. It deals with the design and delivery of learning to improve performance within organisations. Training is a systematic program of the organization which aims at increasing the aptitude, skills and abilities of the workers to perform specific jobs. To support these concepts of training many Human resource experts have come up with their definition and one such definition given by:
Michel J. Jucius –
“The term Training is used here to indicate only process by which the aptitude skills and abilities of employee to perform specific jobs are increased.”
Importance of training
Increase productivity i.e. more output at lesser cost
Better and economical use of resources
David Leigh (1984), Handbook for Designing and Delivering Training for groups, McGraw Hill, New York
Virmani B. R and Seth P (1985), Management Training and Development , Vision Books, New Delhi
Pfeffrer, J. (1994), Competitive advantage through people: Unleashing the power of the work force, Harvard Business Press, Boston, MA
Robyn Peterson (2002), Training Need Analysis, London, Gower Press
Reports on Training Needs and Evaluation (2004), ICFAI Publication
Training and Development –HRM Review
Indian Journal for Training and Development, Vol xxxvi, July-Sept, 2006
Indian Journal for Training and Development, Vol xxxvii, Jan- Mar, 2007
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