The era is of skilled workers because outsourcing has developed the work efficiency and has moved to quality works. So, every organization needs to have well-trained and experienced professional to perform the activities that have to be done. To solve the problem of complex job there is need of well trained employee selection policy.
Objectives of Employee Growth & Development Training Chapter:
Objectives of training
Importance of training
Types and techniques of training and development
Types, Methods and Procedures of training
Reasons of Failure of training
About the meaning of training MBA book MB 0027 writes, “Training indicates any process by which the aptitudes, skills and abilities of employees to perform specific jobs are increased. Training refers to the teaching/learning activities carried on for the primary purpose of helping members of an organization to acquire and apply the knowledge, skills, abilities and attitudes needed by that organization” It is well known that a company give the training to its employee to the fulfill organization objectives not for employee satisfaction however the job descriptions satisfy employee satisfaction also.
According to Douglas McGregor there are three different purposes of learning:
Acquiring Intellectual Knowledge
Acquiring Manual Skills
Acquiring Problem-Solving Skills
These three training purpose develop the skills, intellect and problem solving ideas to the employee.
Now, we can say that importance of training main purpose is sound management, for it makes employees more effective and productive. Importance of training widely known as, “training is widely accepted problem-solving device. Indeed, our national superiority in manpower productivity can be attributed in no small measure to the success of our educational and industrial training programmes.”
According to the A.D. Sinha identifying training needs:
Views of the line manager
Performance appraisal
Company and departmental plans
Views of training manager
Analysis of job difficulties
Now, we can look into need and importance of management development by Dr. B. K. Madan, “Mangement development is the development of management over and above its science and theory, of its practice and application in organization, corporations and institutions, alike in relation to the organization and manager, so as continuously to re-equip both to fulfill their purposes more effectively and in harmony with each other, and both with the environment in which they function and have their being and hope to thrive upon and grow.”
About the training evaluation MBA book MB 0027 writes, “Objectives of training evaluation is to determine the ability of the participant in the training programme to perform jobs for which they were trained, the specific nature of training deficiencies, whether the trainees required any additional on the job training, and the extent of training not needed for the participants to meet job requirements. There are various approaches to training evolution. To get a valid measure of training effectiveness, the personnel manager should accurately assess trainee’s job performance two to four months after completion of training.”
On the training failure we can writes:
The benefits of training are not clear to the top management.
The top management hardly rewards supervisors for carrying out effective training.
The top management rarely plans and budgets systematically for training.
It means all the aspect depends on the higher management who doesn’t know the reality and don’t want the reality of training management programme. It is the cause of training failures.
In the end of the chapter we can say that employee growth depends on the training and training for the organization development as well as well employee satisfaction.
Objectives of Employee Growth & Development Training Chapter:
Objectives of training
Importance of training
Types and techniques of training and development
Types, Methods and Procedures of training
Reasons of Failure of training
About the meaning of training MBA book MB 0027 writes, “Training indicates any process by which the aptitudes, skills and abilities of employees to perform specific jobs are increased. Training refers to the teaching/learning activities carried on for the primary purpose of helping members of an organization to acquire and apply the knowledge, skills, abilities and attitudes needed by that organization” It is well known that a company give the training to its employee to the fulfill organization objectives not for employee satisfaction however the job descriptions satisfy employee satisfaction also.
According to Douglas McGregor there are three different purposes of learning:
Acquiring Intellectual Knowledge
Acquiring Manual Skills
Acquiring Problem-Solving Skills
These three training purpose develop the skills, intellect and problem solving ideas to the employee.
Now, we can say that importance of training main purpose is sound management, for it makes employees more effective and productive. Importance of training widely known as, “training is widely accepted problem-solving device. Indeed, our national superiority in manpower productivity can be attributed in no small measure to the success of our educational and industrial training programmes.”
According to the A.D. Sinha identifying training needs:
Views of the line manager
Performance appraisal
Company and departmental plans
Views of training manager
Analysis of job difficulties
Now, we can look into need and importance of management development by Dr. B. K. Madan, “Mangement development is the development of management over and above its science and theory, of its practice and application in organization, corporations and institutions, alike in relation to the organization and manager, so as continuously to re-equip both to fulfill their purposes more effectively and in harmony with each other, and both with the environment in which they function and have their being and hope to thrive upon and grow.”
About the training evaluation MBA book MB 0027 writes, “Objectives of training evaluation is to determine the ability of the participant in the training programme to perform jobs for which they were trained, the specific nature of training deficiencies, whether the trainees required any additional on the job training, and the extent of training not needed for the participants to meet job requirements. There are various approaches to training evolution. To get a valid measure of training effectiveness, the personnel manager should accurately assess trainee’s job performance two to four months after completion of training.”
On the training failure we can writes:
The benefits of training are not clear to the top management.
The top management hardly rewards supervisors for carrying out effective training.
The top management rarely plans and budgets systematically for training.
It means all the aspect depends on the higher management who doesn’t know the reality and don’t want the reality of training management programme. It is the cause of training failures.
In the end of the chapter we can say that employee growth depends on the training and training for the organization development as well as well employee satisfaction.
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