|
The increased role of training in every organization irrespective of the nature, size and structure and leadership pattern to bring desired change is deeply felt and practiced. Training of different concept ( technical, conceptual, human, design provided at different levels( strategic,tactical, operational ) have marked a significant growth and effectiveness in working style of employees.The realized significance of role of training as an important component of organization development has led to a well defined position of T&D as a separate entity demanding time, resources, planning, control and evaluation.According to the recent review by Harvard Business Review, there is a direct link between training investment of the companies and the market capitalization. Those companies with higher training investment had higher market capitalization. It clearly indicates that the companies which have successfully implemented training programs have been able to deliver customer goals with effective results.
Since the very effectiveness of any organization depends on the competencies and motivation level of the employees present in it. The effectiveness of manpower planning lies in how well the quantity and quality of the manpower is maintained in the organization. Once the recruitment and selection is over on the part of the organization which is determined by the personal capabilities and the prior experience of the employees the future utility and the optimal utilization of the employees depends on how well the organization trains and develops its manpower
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 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.Basic rationale behind training1) Training as an enabling function� Once the need for training is identified after a thorough Individual, Task and organization analysis it becomes easier to develop a logic behind why of training. A well defined and need based training which focuses on the present competencies and aims towards developing the required ones always shows a clear and transparent picture of a enabled employee. It helps in developing self awareness and self discovery which in a positive way helps employees to imbibe the learning of training and apply the same to demonstrate improved results.
2) Training as a planned experience:- A competency based training when matched with suitable content, concepts, trainers and experience leads training as a wonderful experience out of classrooms and sets a unlimited scope for development.
3) A key to intrinsic motivation � Learned skills, competencies, and abilities helps in reducing chances of rejections or compromises in quality of performance which leads to a inner push. An intrinsically motivated employee in result not only creates a better work culture in his own working but helps in achieving super ordinate goals thus becoming a motivated and a committed performer.
4) Training as a key to change management � A consensus based training program aimed at improving skills and competencies helps in removing the mental blocks which prevents an employee to deliver his best in his work. Thus, a trained employee in himself becomes a change agent who facilitates innovative and creative approach to management.
5) Generating future employees � Well trained and motivated workforce work proactively are ready to accept challenges, are multi � skilled and bring enhanced profits to organization.
Increased role of training in different sectors
Training Programs in Retail/FMCG Sector
The Indian retail sector is highly fragmented with 97% of its business being run by the unorganized retailers like the traditional family run stores and corner stores. The organized retail however is at a very nascent stage though attempts are being made to increase its proportion to 9-10% by the year 2010 bringing in a huge opportunity for prospective new players.
A look at the statistics shows that the retail sector in India is worth USD 394 billion and is growing at the rate of 30% annually. An ICRIER study has found that retailing ($180 billion) contributes to 10 per cent of GDP and employs 7 per cent (21 million) of the workforce
some of the training programs that are given in the retail sector are:
* Sales Training
* On-the-Job Training
* Seminars/Workshops
* Customer Relationship Management
* Online Course
* Group Study
* Computer-Based Training
* Self-Directed Training
Training programs at IT industry
The Indian IT sector is growing at a very fast pace and is expected to earn a revenue of US $87 billion by 2008. In 2006, it has earned revenue of about US $ 40 billion with a growth rate of 30%. IT sector is expected to generate 2.3 million jobs by 2010, according to NASSCOM (National Association of Software and Service Companies)
With this rapid expansion of IT sector and coming up of major players and new technologies like SAP, the need of human resource development has increased.
Training Courses in BPO Sector
* Call Centre Management
* Advanced Interpersonal Communication
* Business Communication
* Accent neutralization
* Customer Relationship Management
* E-mail Etiquette
* Selling over the Phone
* Telephone Etiquette
* Cross-cultural Training
* Computer Based Training Methods
* E-learning
* CD-ROM-based
* Lectures
* Discussions
* Media access
* Web
* Video
* Audio
* Web-based training sessions
* Intranet-based training courseware
Training programs at Pharmaceuticals industry
India Pharmaceutical market is valued at about US $8 billion and is expected to reach to US $12 billion by 2010. Indian pharmaceutical market is 2% of world's pharmaceutical market. In the last two years, 3900 new generic products have been launched because of which its market value has been increased to about US $355 million.
Training Areas
* Brand Protection
* Contamination Control
* Drug Verification
* Supply Chain Visibility
* Recall Management
* Shrinkage Reductions
* On-the-job training Training initiatives at KPO
KPO is Knowledge Processing Outsourcing, not to be confused with BPO, which is Business Processing Outsourcing. KPO is about providing knowledge based services in the areas like market research, business research, financial research, legal services, etc., while BPO is about providing customer care services, technical support, tele-sales etc. KPO market is expected to grow from US $ 1.3 billion in the year 2003 to US $ 17 billion in the year 2010. KPO sector is expected to grow at a compounded annual growth rate (CAGR) of 49.5% till 2010. According to the National Association of Software and Services Companies (NASSCOM),But according to Rocsearch, a UK based research firm, KPO sector will be able to reach 100,000 employees only instead of 250,000 employees. Therefore, to fill the demand and supply gap training has now become an important tool like every other technical industry.
There is a constant need of well-planned training programs as the work profile requires understanding of market research objectives and methodologies. This sector requires behavioral training as well as training to handle stress because of odd working hours.
Training initiatives in Hospitality sector
Hospitality sector is growing at a very fast rate in India. The sector is growing at a rate of approximately 8%. This sector can be classified into hotel industry, travel and tourism, restaurants, pubs, clubs and bars, contract catering, and aviation. Other than that, opportunities also exist in universities, sporting venues, exhibition centers and smaller events management companies.
The major challenge of this sector is shortage of skilled employees along with the challenge of attrition rate. Skilled chefs and managers are in great demand. Managers require huge range of competencies such as, people management, viable skills, business insights, analytic skills, succession planning, and human resource development in order to get success in this sector. In addition to that, employees are not enough trained on Business Etiquettes, Courtesy, and Business Communication.
With the increase in competition due to the coming up of major players like Four
Seasons, Shangri-La, Aman Resorts, etc the need to train employees has increased more than ever before. The major players are now strategizing to increase the turnover of the customers by training their employees on Communication, Dining and Business etiquettes, etc. Some of the essentials required by this sector are:
* Good infrastructure
* Trained trainers
* Quality of content
* Certification of training course
* Effective Training evaluation
Training Programs are available for the following areas:
* Food Production
* Food and Beverage Service
* Front Office
Training initiatives in Automobile sector
The Indian automobile sector is growing at a rate of about 16% per annum and is now going to be a second fastest growing automobile market in the world. The sector is going through a phase of rapid change and high growth. With the coming up of new projects, the industry is undergoing technological change. The major players such as, Honda, Toyota, Bajaj, Maruti are now focusing on mass customization, mass production, etc. and are expanding their plants.
According to National Development and Reform Commission (NDRC), India's auto making capacity is expected to become 15 million units by the end of the year 2007 exceeding the yearly demand of about 7 million units
Currently, automobile sector in India is retaining around 10 million employees and is expected to employ more people in near future. Unorganized sector in employing 67% people while, organized sector is employing only 33% people, which is a major drawback for automobile sector.
With this rapid expansion and coming up of major players in the sector, the focus is more on the skilled employees and the need of human resource.The companies are looking for skilled and hard working people who can give their best to the organization. Various companies are opening training institutes to train interested ones in this sector, like Toyota has recently opened Toyota Technical Training Institute (TTTI) near Bangalore that will offer 4 courses in automobile assembly, mechatronics (a combination of mechanical and industrial electronics), automobile weld and automobile paint. TTTI will provide both a high standard of education and training in automotive technology as well as employment opportunities for development. Adopting out � of the box thinking approach
Apart from the regular in � house training programs organization depending on the skills should also be willing to initiate other ways which in an indirect way would train the employees as well as give a message that they are valued and the organization has a serious and committed approach for their future. Certain initiatives in this regard are -1)
Wipro Spectra mind has tied up with BITS Pilani and the Symbiosis Institute of Management to provide distance learning programmer for employees which would help in better career progression and movement up the ladder
2) Software Company CSC gives its employees a six-month sabbatical to work with an NGO of their choice. Initiatives like these help in building a feeling of social responsiveness which also brings positive changes in emotional balance and value system.
3) Wipro Spectra mind and ICICI One Source use their powerful parents to provide career diversification opportunities
Aligning Training to business strategy: Management perspective For today's organization training is although not a panacea for all the ills nor is a remedy which can work miracles but is an approach which reflects an organization commitment towards its employees not only for present but also for future
Thus, in such turbulent environment where competition is not only inter product or inter market at national or global level but intra � product or intra � organization competition also exists. Thus to retain its hard fetched Human capital a well planned training policy,department and expectations should be so designed that it could lead way to better organization culture and climate. The other benefits which the management foresee are -
* Better career progression
* Reduction in rejections
* Technology aggradations
* Less grievances
* Employee empowerment
* Effective HRP
* Employee retention
* Optimal resource utilization
Training method: A developmental perspective
With the advent of globalization and liberalization and increased complexities in the working and structure of organization with diverse work force, talent management and its retention has become a big question. Training thus plays a pivotal role in not only improving the efficiency and competencies of the employees but a long term vision to prepare work force to acquire new roles.Major stakeholders in training
a) Trainees
b) Trainers
c) Training department / agency
d) Organization
e) Customers
f) Society
Thus the effectiveness of training and the expected results produced in form of benefits will bring improvements not only for the employee but all the above mentioned stakeholders who are directly or indirectly a part of organization fate.Thus, while designing the training program for any level in organization hierarchy following points should be considered �
Essentials for training
a) Careful Training need assessment - At individual,task level and organization level
b) Training need identification � with the help of reports, feedback, brainstorming exercises, informal interaction between trainee,boss and peers, past performance, appraisal results & expected future roles to be played by the employee c) Carefully planning the budget & other resources needed for effective training
d) Other essentials � Including the resource person, trainer, selection of trainee, mode of training whether in house, external training or any professional course.
e) Venue, seating arrangement, Aids in training, printed material or the content,time duration,types of modules and mode of assessment.
f) Training evaluation or assessment
g) Identifying the implication
h) Implementation and follow up
i) Motivate and engage your people with such issues that focus on key business results Role of Training methods in organization effectiveness: A developmental perspective
Every organization depending on the nature, size, resource availability and objectives adopts a specific, need based training program to be imparted depending on the level,content and the expected outcome from it.Since there is no tailor made formula which fits into all types of problems a thought based and need focused method should be selected by the training department in consultation with other line managers aligning the organization goals, individual goals and the task assigned.
The same concept applies in case of development programs which are provided at higher level of management to improve the decision making,leadership or management skills at highermanagerial levels.
1) Generating interaction and developing inter personal behavior - Training techniques like Role playing, sensitivity or laboratory training, project work, team assignments, field trips, committee assignments ,fishbowl exercises help in generating an inter- personal interaction and builds a sense of empathy which when properly nurtured helps in building team work not only at departmental level but at organization as an entity.
2) Better decision making and leadership skills� Training techniques like In- basket exercise, syndicate methods,critical incident, case study, management games, brain storming, decision trees, helps in building better analytical, logical decision making skills.It develops an X- ray vision to critically analyze, interpret and make the best solution which is both effective, feasible and result oriented
3) Better work performance and rapport building Techniques like vestibule trainng, demonstrations,or other on the job training methods like understudy , internship programs,buzz groups, 66 technique, programmed instruction, job instruction technique, behavior simulation helps in not only improving the work performance but a continuous interaction also helps in building a good rapport between employee and supervisor. It also helps the employees to understand the expectations from the superior and leads to better communication.
4) Better understanding of organization and value inculcation -The increased focus on orientation programs, induction exercises,time to time cross cultural training, or training on general but important topics like work ethics, communication, better time management, Work life balance, Enhancing Team work or quality management helps in creating a better inter � departmental interactions and understanding thus building a quality and value based work force.
5) Emerging trends in training as a competitive advantage -The increaseduse of Internet and computer revolution has transformed the whole world. The role and place which the technology occupies is reflected in terms of rapid growth of IT & ITes industry. No workplace whatever size it may be cannot imagine itself in absence of computer as a technology. Recent advancements have made of electronic enabled training office and administration a popular word and practice.
a) Forms of E-enabled training - Uses of Computer based training, web based raining, interactive multimedia, online distance learning, interactive audio video, streaming video, sound, animations, virtual classrooms,chat rooms, teleconferencing, digital collaborative tools, business televisions all these have been made possible only because of developments in technology which has made training learner driven in place of trainer driven.
b) The increased use of e- learning has made learning relevant, cost effective, economic, feasible, flexible, accessible, memorable and interesting. It has farther made the Cost, Pace, Place, Delivery easy, trainee centered, easy to use, and as hands on experience.
c) Training can be made more customized and user oriented wit the help of these tools and the target trainees can make the best advantage but imbibing exactly what they want.
Training not only works at improving the lacking apart or adds something to already present knowledge but also helps in reviving and revigourating the energy level which diminishes in tight time schedules, targets and expectations from the management.
Certain modern techniques which could be of great help to every organization which will help in creating self awareness, developing behavioral pattern and team work and relieving stress can be adopted.
1) Fundamental Inter personal relation orientation ( FIRO )� It works on the principle of two sub components.
A) Inclusion / Control/ Affection factors
B) Expected / Wanted behavior
When the trainees are trained in terms of this they develop an inner drive to rethink of their behavioral patterns which in long term help in improving the inter personal behavior of the employees
2) Motivational Laboratories� It works as warm up exercises where the non speakers or the shy members are made to speak and helps in building informal interaction and sensitivity towards each other. It aims at building better team work and mutual relationships. Matched with different business games, ice breakers, brainstorming and other games a cross cultural and cross departmental acquaintance is introduced It can also be in the form of Micro lab which also aims removing the barriers of communication and generating a healthy relationship>
3) Transcendental meditation Johari Window Techniques like these when used as training methods helps in not only carving out a improved person I terms of technical skills or conceptual knowledge but helps in overall improvement in terms of psychological, behavioral and attitudinal change which reflects in the personality, perceptions, thinking and ultimately in the working style and performance.
Thus, it can be said that although with ever increasing demands of customers and availability of choices in terms of competition every organization should aim towards preparing its Manpower as per the expectations not only for present need fulfillment but also for future. The success lies not in imitating or adapting the practices which proved to be Success Factors for other organization. Instead, a focus on designing a need based training or development program after identifying the Pushing and Pulling forces of organization growth in terms of its long term goals and objectives.
Although it's the prime responsibility of the HR department to predict, analyze, design, evaluate and implement the training programs but it cannot happen in isolation.. A consensual and participative approach based training program in consultation with other line managers and aligning the organization goals will lead to better implication as well as better outcomes.
Also to make the training programs more effective an out of the box thinking apart from traditional classroom training, innovative approach should be adopted in which trainees can better inculcate and apply.
References
Book: Sahu, R.K, Training for Organization, New Delhi, Excel Books, 2006 |
