TRAINING &
DEVELOPMENT
STRATEGIESLi joe Mathew
Sin i Ra janS4 MBA
MACFAST,T i ruva l la
TRAINING AND DEVELOPMENT
Training and development is vital part of the human
resource development.
It is a subsystem of an organization.
It ensures that randomness is reduced and learning
or behavioral change takes place in structured
format.
Training and Development refers to the process to
obtain or transfer knowledge, skills and abilities
needed to carry out a specific activity or task.
Training(today……)
“An organization’s planned efforts to help employees acquire
job-related knowledge, skills, abilities, and behaviors, with the
goal of applying these on the job.”
Development(tomorrow….)
“Learning that goes beyond today’s job and has a long term
focus, so development is Strategic Training”.
Objectives of Training and Development
Improving quality of workforce.
Enhance employee growth.
Prevents obsolescence.
Assisting new comer.
Bridging the gap between planning and
implementation.
Health and safety measures
Difference between T&D
Training Development
Focus Current Job Current and future jobs
Scope Individual employees Work group or organization
Time Frame Immediate Long term
Goal Fix current skill deficit Prepare for future work demands
strategic training and development process
Strategies for Effective Human ResourceTraining and Development in 21st.
Century
The main focus is how to link HR with business strategies.
The corporate training must be understood in terms of paradigm
shift that is taking place in Indian Industry.
Three factors have added new dimension to the need for training
in all industries , they are
1) Liberalization
2) Imbalance in demand and supply of professional talent
3) Growing expectation of employees regarding their professional
and personal development.
Training is an effort into immediate position while development
is an effort directed towards growth.
Training and development as a strategy for growth
A Siemens case study Siemens is a leading technology business and one of the largest electrical and electronics
engineering companies in the world.
It employs over 20,000 people .
The company designs and manufactures products and services for both industrial
customers and consumers.
It operates in three main sectors:
In industry, Siemens develops systems for transport,
In energy, Siemens' work is wide-ranging. It makes systems for
transmitting and distributing power for power companies
In healthcare, it specializes in equipment to help medical diagnosis,
such as MRI scanners and imaging technology.
To keep its world-leading position and grow in a
competitive environment.
Siemens aims to deliver quality products and services.
Siemens manages its ongoing need for skills through
training and development.Identify the need for Training Training 1 2
Evaluation of T & D Developments 4 3
Steps taken by Siemens to keep their leading position
Benefits that Siemens can attain through training and development
Flexible adaptable employees take on new roles
and technology
Improving productivity and earning more
revenue
Long-term employee commitment
Attractive to future employees
Employee confidence, motivation and job
satisfaction
CONCLUSION
Training and development, has its strategic positioning
and it directly contributes towards organizational business
goals and objectives.
Training and development helps the growth of a business.
Training and development cannot be disconnected from
the business activities of the organizations
Training and development improves efficiency and
productivity of employees and lead the organization
towards success.
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