Relevance and significance of training in organizational perspective


By

Vijit Chaturvedi
Asst. Professor
Lingaya's University
Faridabad

Anurag Chaturvedi
General Manager
Metal deals
Faridabad
 


"Training," is a means to impart knowledge, develop skills, change attitude and behavior. Its purpose is not to entertain People and to help them forget about their daily preoccupations. On the contrary, it exists to help people understand and do something about their Preoccupations. Ideally, a training programmed should aim to provide an environment that meets Personal needs, reduces defensiveness and unveils potential for creativity and Training and Development.

Andrews (1999) stated the training is a systematic modification of behavior through learning, which occurs as a result of education, instruction, development and planned experience. Training needs exists when there is a gap between the present performance of employee or group of employees and the desired performance.

The existence of this gap can be determined on the basis of skill analysis gap analysis involving five steps:-

a) Analysis and determination of the major requirements of the specific job

b) Identification of the tasks needed to be accomplished to meet the job requirements

c) Understanding of the procedures needed to accomplish each of the job requirements

d) Analysis of the knowledge and skills needed to accomplish the procedures

e) Identification of any special problems of the job and analysis of any practical skill needed to meet the problem.

Today most of the organizations have come forth and given a clear indication of using the practices and policies of the human resource management efficiently. So now each and every organization has given way of including another department so that it looks after the company as a whole as well as also helps in gaining immense productivity and performance over the year.

Robinson (1981) explained that the following two specific types are important. when put to use both of them have their own consequences. One is skill training and the other is cross training.

Skill Training- Certain organization where technical skills are best requited focus most on skill based training where achieving results , enhancing productivity and gaining best outcome is primarily focused. There are some organizations that only pay attention on investing in skill training rather than any other sort of training, this was seen in Organizations like Honda SIEL and MUL" etc.

Storey (1991) stated that Cross Training is used for staff members who have had an over all low type of performance in the organization. Within the company, this type of training is used very rarely, as it is sometimes not written in the company's annual training books. But it helps the Organizations in achieving the goal though better coordination and high morale, only recently TATA, MUL has conducted a cross training Programs with the assistance of a group of Trainers from Discovery of India. A more extended version of this type of training is Job Rotation. It is where the trainee is not looked as one but is assigned the task of the other job functions

One of the more generally used training model used in developing training programs which can achieve these objectives of reaching broad range of learners is a training model known as the "ADDIE" training system which consist of the following five element making up the ADDIE model:

*
Assess  
* Design
* Develop
* Implement
* Evaluate

These five planning elements in the model when in the developmental and planning stages of a new training program to develop a very effective training program, and once all of the individual phases making up the model have been implemented.

Factors affecting training

The major factors that affect training and the factors which should be focused are

* Trainer
* Trainee
* Physical environment
* Physical arrangements
* Training material
* Training schedule, aids and technologies used
* Model to be used for evaluation
* Identifying further need of training
* Mode of evaluation an feedback
* Implication of learned concept in work and improving performance 

Benefits of training

* Generating trained and skilled workforce
* Reducing chances of rejection and enhanced productivity
* Making employees competitive and confident
* Building motivation and morale
* Enhanced commitment and feeling of ownership in organization
* Better scope for growth and career advancement
* Attracting and better retaining of employees
* High job security

Thus it can be concluded that since manpower being the core part of any organization where success for both present and future depends on the functioning and commitment of this workforce it becomes the responsibility of organization to prepare them accordingly right from their entry in organization and carving and incubating the best and expected skills in them.

Since  it is the people capability in form of employees to drive organization  thus for better role and goal accomplishment making them perfect in terms of technical , conceptual , human and design skills become key ingredients in way of sure success and creating win-win situation for both organization and employees at large.
 


Vijit Chaturvedi
Asst. Professor
Lingaya's University
Faridabad

Anurag Chaturvedi
General Manager
Metal deals
Faridabad
 

Source: E-mail October 23, 2010

          

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