Wayne Mondy defines training as “Activities designed to provide learners with the knowledge and skills needed for their present jobs.”
Training, therefore, is job specific and is concerned with the day to day performance improvement of the employee. Teaching a new employee hired for the R&D department the use of design software training or teaching a plant worker the operation of a machine constitutes training. Training is also project related. Suppose a new project has arrived at an organization and very few people possess the technical know-how to execute the project. They are then entrusted with the task of spreading the knowledge of the skills required and ensuring ...view middle of the document...
Hence, the importance of development is further emphasized.
Historically, companies have always attached importance to training as it is job specific and more or less a pre requisite for satisfactory performance. From the time of Henry Ford, companies have been focused on providing technical skills required to perform particular jobs by employees the world over. Development, however, had always taken a back seat. This lead to internal voids being created in organizations of repute. Chrysler, GM and Ford have been victims of this in the past. Once a void has been created, it needs to be filled immediately as otherwise the organization will head into a crisis. This leads to increased practices of poaching, sky-high compensations and ultimately affects the culture of the organization adversely. Employee morale gets affected, attrition rates increase resulting in higher monetary benefits for retention. This then becomes a vicious cycle.
Training and Development initiatives can be used to effectively curb or counter these adverse effects and bring more positivity into the organizational culture. Once a positive environment is created, performance increases automatically. In subsequent chapters, we will discuss the various objectives and methodologies to implement T&D initiatives in organizations.
Objectives of Training & Development
The fundamental aim of training is to help the organization achieve its purpose by adding value to its key resource – the people it employs. Training means investing in the people to enable them to perform better and to empower them to make the best use of their natural abilities. The particular objectives of training are to:
* Help people to grow within the organization in order that, as far as possible, its future needs for human resource can be met from within;
* Reduce the learning time for employees starting in new jobs on appointment, transfers or promotion, and ensure that they become fully competent as quickly and economically as possible
* Individual Objectives – help employees in achieving their personal goals, which in turn, enhances the individual contribution to an organization.
* Organizational Objectives – assist the organization with its primary objective by bringing individual effectiveness.
* Functional Objectives – maintain the department’s contribution at a level suitable to the organization’s needs.
* Societal Objectives – ensure that an organization is ethically and socially responsible to the needs and challenges of the society
The importance of Training and Development can be briefly summarized as below:
1. It helps in the optimum utilization of human resources. Since employees have the necessary skills, there will be no wastage in the job. The right number of people will be employed for the right job.
2. It develops the skills, behaviours and attitudes of employees. They are able to achieve their personal goals while working for organizational goals....