There are no poor countries in the world, only poorly managed ones. To manage men and materials training is highly required for both workers and managers. Efficient managers and skilled workers are not born; they are made by virtue of effective and continuous training. Training enriches knowledge, skill and ability. It contributes in keeping people dynamic and provides an opportunity to the employee to develop better understanding of what they do apart from enhancing their capability individually.
Training is always followed by the word ‘Development’ because training can contribute at least 10 to 20 per cent to the total development of an organisation. Training is the sincere effort to develop human resource so as to gain maximum advantage to attain the desired goal of the organisation Training is the prime requirement for individual development as well as organisation development. An ordinary layman can become a ‘Worker’ or ‘Supervisor’ or ‘Manager’ only if he learns and earns the position out of training.
The impact of training is still not properly understood by many of the Indian industries. Some of the Japanese industries allocate 8 to 12 per cent of their gross revenue to conduct training programs for their personnel. In India, organisations spend only 0.1 per on training and development activities. Being a business organisation, the budget towards training should be to a maximum extent.
To understand the importance of training, studying and conducting researches on the topic are essential. Identifying the training needs among the employees during recruitment, promotion, transfer, job rotation etc., makes the function more relevant and purposeful.
Design and application of systematic training program makes the job effective. Evaluation is the last step of any training program where the purpose and effectiveness for the training are tested. Every trainee is possessed by an established behaviour, attitudes, ideas and loyalties. The changed behaviour with more involvement towards the desired goal is the success of a good training programme.
The objectives of evaluation of training programs are whether achievement of developmental objectives is fulfilled, effectiveness of methods of instruction is made, and best and most economical training activities were conducted.
There are a number of scientific methods developed by some of the management thinkers such as Hamblin, Kirkpatrik, Virmani and Premila etc., which helps us to evaluate the training programs scientifically. However most of the training instructions fall to adopt the system due to lack of interest and sufficient information availability.
Training as a developmental activity, induces every individual to act physically and mentally. Training is one of the best tools to motivate and change the behaviour of the employees. Every modern organisation has to manage the change process towards the development of the organisation in which the role of training function is inevitable.
Reasons for the great deal of training activities in an organisation are, rapid technological change, drastic change in the management style in recent years, practice of irrelevant specialization studied in the colleges and to cope with the speedy advancement of modern social life. To make the training expenditure meaningful, trainers are required to be effective in helping organisation to produce good results and evolve strategies for betterment.
Besides, trainers should be considered the key personnel of the organisation. Because trainer is the Initiator; Leader; Facilitator; and best Motivator. The trainer is the master of all capabilities, job knowledge, experience, creativity, education etc. They should not be a neglected area or considered as an ordinary category. Due recognition and respect to the training professionals will make the function more meaningful and reliable.
Research shows that when schools and educators commit to continuous learning, student outcomes - both academic and developmental - improve. In fact, today's most effective educators view continuous, ongoing training and development as an integral part of their job description, a routine part of every workday. The need to refocus teaching to meet the requirements and make continuous learning more important than ever. To bring about improved student performance, training and development must be never-ending.
Continuous Improvement is a circular process, encompassing student assessment, program planning and design, implementation, evaluation, and revision. The programs' purposes, goals, and activities are continuously assessed and refined in a process sometimes referred to as "planning backwards." Moreover, efforts at training and development apply to all who teach - not only classroom teachers, but administrators, librarians, physical education teachers, art and instructors, educational technicians, and others.
Training and development based on a cycle of continuous improvement are essential to help these dedicated, committed professionals move successfully into the kind of public education that the Learning Results demand.
We are committed to partnering with clients to provide the knowledge and support necessary to be successful with their business strategies. With over twenty-five years of management experience and over ten years of specialized work in the human resources, training and development field, we can provide any client with a wealth of practical experience and knowledge.
We provide a fresh approach to assisting your resources to develop functional skills, competencies, and relationships. Adaptation to the changing ways of operating either a profit or non-profit business, is crucial to success. This adaptation will occur only when you or your organization is at the readiness level. This level requires strong relationships.
Strong working relationships require . . .
Ø Effective personal functional skills
Ø Effective group functional skills
Ø Effective organizational functioning skills
Traditional training relies on providing adults with general skills for later use or the "trickle down" approach to the transfer of knowledge. Past experience and adult learning theory shows that if a new skill is not practiced within two weeks, the skill is lost. We believe that adults learn best in the context of their work or through new experiences to piggyback onto past ones.
Will you accept the challenge to change group, individual or organizational behavior to make success a way of doing business? D.V.Phanindra
