E-Training: A Solution to Current Issues in Training and Development


By

J. Sheeba Rosaline
Lecturer
Xavier Institute of Management and Entrepreneurship
Electronic city Phase II, Hosur Road, Bangalore-560100
 


Introduction:

Excellence is an art won by training and habituation. 
                                                                                                -Aristotle

In the business lexicon training is defined as the organized activity aimed at imparting information to improve the   individual's knowledge, skill and attitude. For organizational effectiveness training is a must. Training reduces the work of the manager in terms of close supervision and motivates the employees. It also increases the commitment to achieving the organizational objectives. Based on the objectives of the training programmes , there are various types of training approaches that include administrative, welfare, political, organizational development and systematic. Training can be conducted off the job or on the job as per the requirement.

Both conventional or modern methodologies are being followed in training. The traditional training methods include lectures, seminars and workshops. Lectures are of one way communication and conventional. The participatory methodologies such as learning by doing and group dynamic approaches are effective training methods. Multicultural workforce in the current trend  is making good business and so managers have to think beyond the traditional methods of training such as sensitivity training, role playing inorder to overcome the cultural barriers.Simulation and business games are used for skill development. Nowadays interactive learning techniques are at the rise. Training through audiovisual aids and simulations can help people understand the real-life situations.

Current Issues in training and development

Training occupies a key position in human resource development. Training is considered to be very significant for both the employees and the organization as it enhances the performance of the system as a whole. To cater to the needs of improving the overall   performance, effective training is a must. Training is part and parcel of any industry and human resource planning forms the basis for this. Training and development helps the organization to take it to the expected results of achieving organizational objectives. Training need assessment is the first step followed before proceeding with the training programmes. It lays emphasis on sorting out the gap between what is and what is expected out of the employee that highly influences the performance. It not only determines the necessity of the training programme and but also focuses on the required areas of training.

There are several areas of challenges in the area of training and development. In general, the current issues in training and development can be categorized as follows:

* Management issues
* Financial issues
* Social issues
* Environmental issues
* Psychological issues:
* Legal issues
* Safety issues

The training process involves planning, organizing, implementing and evaluating the training programs. Issues can occur at any stage of the training process such as during the fixing of objectives of training need analysis, collecting data or at the time of analysis of results. Lack  of standardization, lack of recognition, non-availability of appropriate trainers are also the problems encountered while conducting training programmes. The resource management is one of the areas of that managers have to focus in training. The company's budget is to be taken into consideration while planning the training programmes.  The training resources are to be managed efficiently to make it cost effective .

The cost to benefit ratio is to be worked out while formulating the training process. This will make the training get going smoothly. The managers are to be fully aware of the training budget so that they can correlate with the benefits obtained out of training. Issue can also arise when the employees lack the commitment towards learning and training.

The absence of proper follow up after the training programme is one of the training issues that is common in several organizations. Finally the employees should apply the skills gained by them through training. Hence follow up of the training programme is a very crucial stage in the training process as the ultimate aim of the training is to improve the knowledge, skill and attitude of the trainees.

New approaches to training

To overcome the issues, Innovative e-learning can be adopted by companies. It is necessary to include IT enabled technology for  providing training to the employees. According to the article published in the Wall street Journal ,the survey conducted in 500 small business, showed that printed materials are the most commonly used training materials (82%) followed by e-learning. In order to reduce the cost, the companies have started using the IT enabled training approaches.

E – Training is one of the latest innovative approaches that has gained momentum nowadays. E–training includes all the electronic learning and teaching methods. The information and communication systems are used for the learning process. E -training is network based and the content is delivered via internet, intranet or satellite. The other names used synonymously to e-training are computer based, web based training and internet based. The greatest advantage of e-learning is that all industries can be made to come under single roof through e- learning. The feasibility of the training technologies should be decided before adopting the technologies   in the organization.

Employee training   can be also done   through social networking that can act as  a support media .The mobile phones can also be used for language training in case of non native speakers . The wider use of   electronic  technologies can be helpful in  improving the skills and   competencies of the   employees. There is a general concept that the IT related technologies are highly priced. Hence bearing this in mind the training methodologies should be designed in such a way that they are cost effective.

Conclusion:

India's economy has grown better for skill acquisition and development. The chief   aim of the training is to achieve long-term improvements. In the changing business world, organizations should keep upgrading. Training should be designed to improve performance of the employee and also to meet certain job requirements. There must be constant training of the employees inorder to maintain the most important assets of the organisation, the human resources. Organizational effectiveness depends on the effectiveness of training and development. The development of an organization is possible through coaching, leadership training and career advancement training. The instructional and innovative technologies are to be effectively utilized to meet the diverse skills of the individuals in training and support services. Training media acts as an instructional media to support and supplement devices.

There are several advantages of the online training over the traditional methods. In case of traditional training methodology, the employee has to leave his workplace and attend the  training programmes whereas the  online training has the advantage over this issue. The online training program kits can be used for several number of times and thus reducing the cost incurred on training. Trainers should simply need to learn how to effectively use them. Creativity clubbed with technology can be used while conducting training programmes. IT supported training management can solve many of the issues in training and development. Thus it is necessary to train the employees using the innovative technologies to reap the core advantage in order to enhance their effectiveness.

References:

Evaluation Findings (1994). Issues in training programme Retrieved February 15,2011 http://www.unfpa.org/monitoring/pdf/n-issue4.pdf

Flandez, R., (2007).Firms go online to train employees Retrieved February 16, 2011 from http://online.wsj.com/public/article/SB118704261866596434.html?mod=blog

James, G. (2002). Advantages and Disadvantages of Online Learning Retrieved February 16, 2011 from http://www.comminit.com/en/node/210058/307

Olaniyan, D. A., (2008). Staff Training and development: A vital tool for organizational effectiveness European Journal of Scientific Research Retrieved 16, February 2011 from http://www.eurojournals.com/ejsr_24_3_01.pdf

Thorburn, M.J., Training of CBR Personnel:Current issues:Future Trends Retrieved 18, February 2011 from http://www.dinf.ne.jp/doc/english/asia/resource/apdrj/z13jo0500/z13jo0505.html
 


J. Sheeba Rosaline
Lecturer
Xavier Institute of Management and Entrepreneurship
Electronic city Phase II, Hosur Road, Bangalore-560100
 

Source: E-mail February 18, 2011

          

Articles No. 1-99 / Articles No. 100-199 / Articles No. 200-299 / Articles No. 300-399 / Articles No. 400-499 / Articles No. 500-599
Articles No. 600-699 / Articles No. 700-799 / Articles No. 800-899 / Articles No. 900-1000 / Articles No. 1001-1100
Articles No. 1101-1200 / Articles No. 1201-1300 / Articles No. 1301 Onward / Faculty Column Main Page