Training and Development

In the field of human resource management, training and developments the field which is concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings. It has been known by several names, including human resource development, and learning and development. Harrison observes that the name was endlessly debated by the Chartered Institute of Personnel Development during its review of professional standards in 1999/2000. "Employee Development" was seen as too evocative of the master-slave relationship between employer and employee for those who refer to their employees as "partners" or "associates" to be comfortable with. "Human Resource Development" was rejected by academics, who objected to the idea that people were "resources" an idea that they felt to be demeaning to the individual. Eventually, the CIPD settled upon "Learning and Development", although that was itself not free from problems, "learning" being an over general and ambiguous name. Moreover, the field is still widely known by the other names. Training and development (T&D) encompasses three main activities: training, education, and development. Caravan, Cosine, and Hearty, of the Irish Institute of Training and Development, note that these ideas are often considered to be synonymous. However, to practitioners, they encompass three separate, although interrelated, activities

Training: This activity is both focused upon, and evaluated against, the job that an individual currently holds. Education: This activity focuses upon the jobs that an individual may potentially hold in the future, and is evaluated against those jobs. Development: This activity focuses upon the activities that the organization employing the individual, or that the individual is part of, may partake in the future, and is almost impossible to evaluate.

The "stakeholders" in training and development are categorized into several classes. The sponsors of training and development are senior managers. The clients of training and development are business planners. Line managers are responsible for coaching, resources, and performance. The participants are those who actually undergo the processes. The facilitators are Human Resource Management staff. And the providers are specialists in the field. Each of these groups has its own agenda and motivations, which sometimes conflict with the agendas and motivations of the others. The conflicts are the best part of career consequences are those that take place between employees and their bosses. The number one reason people leave their jobs is conflict with their bosses. And yet, as author, workplace relationship authority, and executive coach, Dr. John Hoover points out, "Tempting as it is, nobody ever enhanced his or her career by making the boss look stupid." Training an employee to get along well with authority and with people who entertain diverse points of view is one of the best guarantees of long-term success. Training and Development is essential to the ongoing success of every organization. Although technology and the internet have enabled global collaboration and competition, people are the organizations competitive advantage. Employee training and development enables employees to develop skills and competencies necessary to enhance bottom-line results for their organization. We work with your leadership team to identify training needs, and to design, develop, implement, and evaluate employee training and development programs to meet your companys strategic objectives. We have experience in developing end-to-end employee training and development programs for marketing, sales, and technical teams in Fortune 500 companies both domestically and internationally. Our experience and insight can shorten your development cycle and free you to focus on other areas. Training and Development aids in organizational development i.e. Organization gets more effective decision making and problem solving. It helps in understanding and carrying out organisational policies

Importance : Training and Development

Optimum Utilization of Human Resources Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals. Development of Human Resources Training and Development helps to provide an opportunity and broad structure for the development of human resources technical and behavioral skills in an organization. It also helps the employees in attaining personal growth. Development of skills of employees Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employees.

Productivity Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal. Team spirit Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees. Organization Culture Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization. Organization Climate Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers. Quality Training and Development helps in improving upon the quality of work and work-life. Healthy work environment Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal.

Health and Safety Training and Development helps in improving the health and safety of the organization thus preventing obsolescence. Morale Training and Development helps in improving the morale of the work force. Image Training and Development helps in creating a better corporate image. Profitability Training and Development leads to improved profitability and more positive attitudes towards profit orientation. Training and Development aids in organizational development i.e. Organization gets more effective decision making and problem solving. It helps in understanding and carrying out organisational policies Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display. Employee Training and Development is a key ingredient in performance improvement. However, the first step in designing an employee training and development program is to identify the training needs. The training needs are based on what is needed to achieve the organizations strategic objectives. Key steps for performance improvement include 1. Assess and define performance improvement issues and gaps 2. Gain management commitment for performance improvement 3. Develop a business plan to manage performance improvement 4. Establish best practices for work processes and performance standards 5. Provide employee training and development to develop required skills 6. Establish new practices that support improved performance 7. Measure and monitor results and provide coaching where needed

TRADITIONAL AND MODERN APPROACH OF TRAINING AND DEVLOPMENT Traditional Approach Most of the organizations before never used to believe in training. They were holding the traditional view that managers are born and not made. There were also some views that training is a very costly affair and not worth. Organizations used to believe more in executive pinching. But now the scenario seems to be changing. The modern approach of training and development is that Indian Organizations have realized the importance of corporate training. Training is now considered as more of retention tool than a cost. The training system in Indian Industry has been changed to create a smarter workforce and yield the best results TRAINING AND DEVELOPMENT OBJECTIVES The principal objective of training and development division is to make sure the availability of a skilled and willing workforce to an organization. In addition to that, there are four other objectives: Individual, Organizational, Functional, and Societal. 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 departments contribution at a level suitable to the organizations needs. Societal Objectives ensure that an organization is ethically and socially responsible to the needs and challenges of the society.

Development training helps organization develop managers, supervisors, and future leaders to lead organization to reach its greatest potential by bringing out the best in its people. Management development training helps your managers become effective in managing, leading, and coaching. Managers and Leaders

Managers administer; leaders innovate. Managers maintain; leaders develop. Managers control; leaders inspire. Managers have a short-term view; leaders, a long-term view. Managers ask how and when; leaders ask what and why. Managers imitate; leaders originate. Managers accept the status quo; leaders challenge it.

Development focuses on skills for Effective Leadership

Communicate clear team mission involve all members Identify success criteria Be action centered Set ground rules Share information Cultivate team unity

Development trains leaders to be Coaches:

Give their teams a clearly defined charter Make team development/building constant Are mentors Promote mutual respect Make human diversity a plus

Development includes Executive Coaching: The Rothschild Corporation provides executive coaching services to help your new and experienced managers develop and enhance leadership and management development skills to meet your organizations strategic goals.

Development Training:

Strategic Planning: The first step to success is to have clearly defined goals. Does your organization have A vision, mission, guiding principles/values, strategic goals Succession Plan Short-term and long-term goals A scorecard to measure productivity, on time delivery, downtime, etc? These measures show you where the organization is profitable. A forecast A quality system The Strategic Planning training provides a process for developing a strategic plan including developing a scorecard to track and manage performance.

Time & Priority Management: Prioritizing tasks and managing time are essential to both personal and professional effectiveness. Distractions and time wasters can easily lose valuable time that can be used on your key goals. This management development training provides a process for identifying and prioritizing tasks and then effectively managing time for their completion. Project Management: Project management skills are essential management development training for any manager responsible for small to mid-sized projects. Participants learn the stages of a project cycle initiate, plan, execute, monitor and control, and close, to manage projects effectively. Participants also learn essential project management skills including project integration, scope, time, cost, quality, human resources, communications, and risk management. Training can be included during the project kick-off and throughout the project cycle to improve team performance. Winning Leadership Skills: In todays dynamic environment, leaders inspire and motivate through their winning leadership skills. Leadership development training empowers participants with the fundamentals for

communicating a clear team mission, identifying success criteria, setting ground rules, sharing information, cultivating team unity, and being action centered. They also learn how to lead and communicate change, coach, motivate and inspire teams to produce meaningful results, matching leadership approach to needs of organization

Empowerment through Accountability: The training focuses on empowering team members to take personal responsibility for the achievement of the organizations goals. Conducting Effective Meetings: Maximize productivity and profits by training your managers on how to conduct effective meetings. This management development training includes fundamentals for effective meetings, including agenda preparation, pre and post communication, facilitation, documentation, and other important topics. Team Building: This management development training leads participants in a series of team-oriented experiences based on a model for effective team leadership and management. Participants will learn the many aspects of team building and management based on collaboration and team unity. Communication Skills: A critical skill in management development training is effective communication. This training covers the dynamics of how to effectively communicate with others, listening, perception checking, written and verbal communications, and handling crucial conversations effectively. Knowledge Management: Knowledge Management expands far beyond training and development. Gain a competitive advantage in todays market by developing a Knowledge Management Plan to harness the knowledge within your organization and manage its strategic flow through the organization by enabling and rewarding collaboration and knowledge sharing. Communications Management: Develop communication skills and tools for effectively identifying your stakeholders inside and outside of your organization and developing plans for meeting their communication needs. Change Management: Because the foundation of life is change, adapting to change is essential for survival and growth both in the business world

and as a whole. If we want to become more innovative, we must be willing to change. Yet people often resist change. In this training, you will learn strategies and tools for managing change within your organization.

Process versus Training in Quality Improvement: Although skilled, motivated employees are essential to an organizations success, existing processes can limit their ability to achieve organizational goals. In this training, you learn how to distinguish improvement that can best be realized through process changes versus training and tools for improving processes. Total Quality Management (TQM): To compete effectively and grow, organizations must meet and exceed their customers expectations, empower their people to be their strategic advantage, and continuously improve quality of products and services. In this management development training, participants learn fundamentals of TQM and explore how they can apply the principles and methodology in their organization. Coaching is available as an additional service to help your organization develop a Quality Management program.

The demand for the training in the organization increases when the organization wants:

To hire new people training as a means of training new recruits To Expand When the company wants to increase its headcount To increase certain number of staff (in position) by a certain date To enhance the performance of employees Organization's name to be a part of training unit