Concluding Remarks on Training and Development

ByTharika Dilhari Tharika Dilhari -



Knowledgeable and innovative workforce is an asset to an organization and training is a necessity if companies are to participate in the global market places by offering high-quality products and services. Therefore, companies should design, implement, and evaluate appropriate training programs that help employees increase their productivity. Training prepares employees to use new technologies, function in new work systems such as virtual teams, and communicate and cooperate with peers or customers who may be from different cultural backgrounds. It is important to view training from a change perspective. Bench- marking training practices and re-engineering training processes are important prerequisites for creating a need for change. For new training practices to be accepted by employees and managers, trainers need to overcome resistance to change, manage the transition, shape the political dynamics, and use training to redefine the task. Formal and informal reinforcement is critical to ensure the training transfer in the work setting.

Comments

Post a Comment

Popular posts from this blog

COMPULSION TOWARDS THE SPECTACULAR- TRAINING AND DEVELOPMENT

ByTharika Dilhari Tharika Dilhari -
Image
INTRODUCTION People play a pivotal role in the accomplishments of any successful business as evinced in many organizational aphorisms (Somasundaram and Egan, 2004) in gaining competitive advantage (Wei-Tao, 2006) . It is an explicit fact that no single human enterprise can succeed without properly skilled and knowledgeable human resource development professionals (Goodman and Wood, 2004) . Over the past few decennaries, training and development in organizations has undergone a peculiar transfigurations (McDowall and Saunders, 2010) . Training objectives have expanded beyond elevating efficiency on simple manual tasks to dispensing employees with the skills needed to perform intricate and dynamic job, along with the transformation of the essence of work (Bell et al. , 2017) . Training is the effort initiated by an organization to foster learning (Kraiger and Culbertson, 2013) among its workers for the acquisition of intellectual capital such as  knowledge  and attitudes (G
Read more

Employee Development

ByTharika Dilhari Tharika Dilhari -
Image
EMPLOYEE DEVELOPMENT Employee development is associated with salient business outcomes such as employee retention and the creation of a nimble and brilliant management team and work force and often has its origins in the company’s mission, goals, and values  (Lee and Bruvold, 2003) . Development refers to formal education, job experiences, interpersonal relationships, and assessments of personality and abilities  (Greco, Charlier and Brown, 2019)  that help employees perform effectively  (Chih, Liu and Lee, 2008)  in their current or future job and company. References Chih, J.-T., Liu, C.-H. and Lee, H.-W. (2008) ‘Relationship between trainee attitudes and dimensions of training satisfaction: An empirical study with training institute employees’, International journal of management , 25(4), p. 756. Greco, L. M., Charlier, S. D. and Brown, K. G. (2019) ‘Trading off learning and performance: Exploration and exploitation at work’, Human Resource Management Review . Elsev
Read more

Designing Effective Training

ByTharika Dilhari Tharika Dilhari -
Image
This is a systematic approach for developing training programs. Figure 1.0 presents the seven steps in this process. In designing, conducting Needs assessment to identify the need of training  (Arthur et al. , 2003) , affirming the willingness of employees for training (Boccara and Delgoulet, 2015) , inducing a learning environment , assure imparting knowledge and skills  (Blume et al. , 2017) , developing an evaluation plan, espousing a training method and monitoring and appraising for change and ascension  (Tews and Noe, 2017)  are important. Figure 1 - Training Design Process Source -  (Noe, 2005) References  Arthur, W., Bennett, W., Edens, Pamela S. and Bell, S. T. (2003) ‘Effectiveness of training in organizations: A meta-analysis of design and evaluation features’, Journal of Applied Psychology , 88(2), pp. 234–245. doi: 10.1037/0021-9010.88.2.234. Blume, B. D., Ford, J K., Surface, E. A. and Olenick, J. (2017) ‘Human Resource Management Review A dyna
Read more