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Need for trainings

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Neha Nivasarkar-Ratnakar
Neha Nivasarkar-Ratnakar

The document discusses the need for corporate training programs and their advantages. It notes that in today's competitive global environment, staff are under pressure to meet high standards, requiring the development of new training strategies and methods. Training needs analysis that is aligned with organizational goals can help formulate an effective people development strategy. Some key advantages of training programs include addressing employee weaknesses, improving performance, ensuring consistency, increasing worker satisfaction and productivity, improving quality, and reducing costs and supervision needs.

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Training Needs Corporate Trainings –Need Analysis & Advantages Splendid Consultants
Today the world is boundary less with fierce global competition. It’s an era of outsourcing and even the developing countries have to perform under stiff competition to exist. Therefore the staff is under immense pressure to work to the existing high standards. As a result of this, new horizons in the field of trainings of human potential have to be developed. With changing work cultures, training strategies have to be redesigned with fresher outlook and a wider spectrum of activities. With new designs to be created it is imperative that the research and development departments today have to overwork. Needless to say, training organizations such as ours are constantly in the process of refurbishing old training methodology and developing newer concepts in the field of behavioral trainings. Training need analysis cross referenced with organizational goals and possible succession planning would have given you what you need to formulate a people development strategy, but now the way organizations function and interact have changed. As the world gets smaller through technology our competitive organizations become Cross cultural, multinational and virtual. Speed and competence are no longer luxuries, they are essential! The competition is fast and new products and services are becoming more innovative, and we must go beyond keeping up in mind that we must excel. Training simply refers to the process of acquiring the essential skills required for a certain job. It targets specific goals, for instance understanding a process and operating a certain machine or system. HOW THE NEED FOR THE TRAINING ARISES? We are Greatly Affected by the Competence or Incompetence of those we work with. Our ability to cope with modern business weighs heavily on our human mind because when others do not perform, cooperate, or support us, WE are riddled with stress as it is OUR jobs and OUR success that is affected. We would send those people out to be fixed so our jobs could be made easier by making them more competent. We determined what needed to be fixed with Training Needs Analysis in line with Organizational Goals. A dedicated workforce constitutes the backbone of any enterprise and it is one which should be nurtured and developed from time to time. Before carrying out trainings of any sort, its essential to carry out some basic research in the form of needs assessment of employees, make a choice of the best trainers and formulate a basic plan for evaluation. Splendid Consultants www.splendidconsultant.in Page 2
Identify the need The need for staff training can be identified in a number of ways, such as during interviews, through feedback from colleagues, by competence or knowledge tests, by observing work taking place, or from appraisal documents or CVs. Skills and knowledge audits and a SWOT analyses are well-known techniques that can be used for self-assessment as well as for identifying the needs of individuals and groups. I can do that... Fundamental to the delivery of any path project is the development of the team and the professional development of all individuals. At all levels there is an expectation that the skills, attitudes and knowledge required to deliver successful projects will be gained while these projects develop. This section looks at how project managers can identify the skills and knowledge required to successfully deliver a competent project as well as provide the training and development required for both themselves and the project team. The intention here is to give an overview, as there are training and development texts that cover this subject in much more detail. You should start with an analysis of the training and development that is required. The starting point and the subsequent steps can be represented in ‘The Training Cycle’ or ‘The Systematic approach to Training and Development’. This is a widely recognized and used model of the processes involved in professional development. Splendid Consultants www.splendidconsultant.in Page 3
Training may be meted out in various forms for different purposes. Important among these are employee orientation, process training and developmental training procedures. Employee Orientation or Induction Training requires special mention since it’s important that he is made to feel welcome right from the first day of joining the enterprise. Receiving an official company welcome note from the HR department will be viewed as a special gesture and appreciated by the new entrant. The first day should be loaded with meetings and introductions to the rest of the staff. Ensure that his workspace, be it a cabin, cubicle or desk is ready, access to mail, intranet etc given and appointing a mentor-someone with whom the employee can share his doubts, apprehensions etc will all help to create a positive impression on him. Process or In house Training: such training is carried out while the employee carries out his regular functions. This method helps to identify any flaws in the processes and activities carried out. Corrections can be proposed then and there. Any need for additional training on weaker aspects of performance can also be identified. Developmental Training: when a new process or method of carrying out work is identified, it’s necessary that the workforce develops the necessary skill to master it. Thus targeted outputs can be achieved in time. The person in charge of the HR trainings is vested with the responsibility of fixing the budget for the same. He should ensure that no major disruption in production takes place. Sufficient time should be allotted for the employees to grasp the new ideas passed down. In fact the final output will depend a lot upon the quality of the trainer. The HR trainings manager will himself benefit from a training course where he learns the current laws and appropriate behavior to be portrayed in interviews and training sessions. He should never fail to give positive feedback to those who respond well to training sessions, evident in the quality of their work. Trainings has thus materialized into becoming a vital part of any successful business concern without which organizational goals can rarely be attained on time. Advantages of Training: I. Help in addressing employee weaknesses: Most workers have certain weaknesses in their workplace, which hinder them from giving the best services. Training assists in eliminating these weaknesses, by strengthening workers skills. A well organized development program helps employees gain similar skills and knowledge, thus bringing them all to a higher uniform level. This simply means that the whole workforce is reliable, so the company or organization doesn’t have to rely only on specific employees. II. Improvement in workers performance A properly trained employee becomes more informed about procedures for various tasks. The worker confidence is also boosted by training and development. This confidence comes from Splendid Consultants www.splendidconsultant.in Page 4
the fact that the employee is fully aware of his/her roles and responsibilities. It helps the worker carry out the duties in better way and even find new ideas to incorporate in the daily execution of duty. III. Consistency in duty performance A well organized training and development program gives the workers constant knowledge and experience. Consistency is very vital when it comes to an organization’s or company’s procedures and policies. This mostly includes administrative procedures and ethics during execution of duty. IV. Ensuring worker satisfaction Training and development makes the employee also feel satisfied with the role they play in the company or organization. This is driven by the great ability they gain to execute their duties. They feel they belong to the company or the organization that they work for and the only way to reward it is giving the best services they can. V. Increased productivity Through training and development the employee acquires all the knowledge and skills needed in their day to day tasks. Workers can perform at a faster rate and with efficiency thus increasing overall productivity of the company. They also gain new tactics of overcoming challenges when they face them. VI. Improved quality of services and products Employees gain standard methods to use in their tasks. They are also able to maintain uniformity in the output they give. This results with a company that gives satisfying services or goods. VII. Reduced cost Training and development results with optimal utilization of resources in a company or organization. There is no wastage of resources, which may cause extra expenses. Accidents are also reduced during working. All the machines and resources are used economically, reducing expenditure. VIII. Reduction in supervision The moment they gain the necessary skills and knowledge, employees will become more confident . They will become self reliant and require only little guidance as they perform their tasks. The supervisor can depend on the employee’s decision to give quality output. This relieves supervisors the burden of constantly having to give directives on what should be done. Splendid Consultants www.splendidconsultant.in Page 5

More Related Content

Need for trainings

  • 1. Training Needs Corporate Trainings –Need Analysis & Advantages Splendid Consultants
  • 2. Today the world is boundary less with fierce global competition. It’s an era of outsourcing and even the developing countries have to perform under stiff competition to exist. Therefore the staff is under immense pressure to work to the existing high standards. As a result of this, new horizons in the field of trainings of human potential have to be developed. With changing work cultures, training strategies have to be redesigned with fresher outlook and a wider spectrum of activities. With new designs to be created it is imperative that the research and development departments today have to overwork. Needless to say, training organizations such as ours are constantly in the process of refurbishing old training methodology and developing newer concepts in the field of behavioral trainings. Training need analysis cross referenced with organizational goals and possible succession planning would have given you what you need to formulate a people development strategy, but now the way organizations function and interact have changed. As the world gets smaller through technology our competitive organizations become Cross cultural, multinational and virtual. Speed and competence are no longer luxuries, they are essential! The competition is fast and new products and services are becoming more innovative, and we must go beyond keeping up in mind that we must excel. Training simply refers to the process of acquiring the essential skills required for a certain job. It targets specific goals, for instance understanding a process and operating a certain machine or system. HOW THE NEED FOR THE TRAINING ARISES? We are Greatly Affected by the Competence or Incompetence of those we work with. Our ability to cope with modern business weighs heavily on our human mind because when others do not perform, cooperate, or support us, WE are riddled with stress as it is OUR jobs and OUR success that is affected. We would send those people out to be fixed so our jobs could be made easier by making them more competent. We determined what needed to be fixed with Training Needs Analysis in line with Organizational Goals. A dedicated workforce constitutes the backbone of any enterprise and it is one which should be nurtured and developed from time to time. Before carrying out trainings of any sort, its essential to carry out some basic research in the form of needs assessment of employees, make a choice of the best trainers and formulate a basic plan for evaluation. Splendid Consultants www.splendidconsultant.in Page 2
  • 3. Identify the need The need for staff training can be identified in a number of ways, such as during interviews, through feedback from colleagues, by competence or knowledge tests, by observing work taking place, or from appraisal documents or CVs. Skills and knowledge audits and a SWOT analyses are well-known techniques that can be used for self-assessment as well as for identifying the needs of individuals and groups. I can do that... Fundamental to the delivery of any path project is the development of the team and the professional development of all individuals. At all levels there is an expectation that the skills, attitudes and knowledge required to deliver successful projects will be gained while these projects develop. This section looks at how project managers can identify the skills and knowledge required to successfully deliver a competent project as well as provide the training and development required for both themselves and the project team. The intention here is to give an overview, as there are training and development texts that cover this subject in much more detail. You should start with an analysis of the training and development that is required. The starting point and the subsequent steps can be represented in ‘The Training Cycle’ or ‘The Systematic approach to Training and Development’. This is a widely recognized and used model of the processes involved in professional development. Splendid Consultants www.splendidconsultant.in Page 3
  • 4. Training may be meted out in various forms for different purposes. Important among these are employee orientation, process training and developmental training procedures. Employee Orientation or Induction Training requires special mention since it’s important that he is made to feel welcome right from the first day of joining the enterprise. Receiving an official company welcome note from the HR department will be viewed as a special gesture and appreciated by the new entrant. The first day should be loaded with meetings and introductions to the rest of the staff. Ensure that his workspace, be it a cabin, cubicle or desk is ready, access to mail, intranet etc given and appointing a mentor-someone with whom the employee can share his doubts, apprehensions etc will all help to create a positive impression on him. Process or In house Training: such training is carried out while the employee carries out his regular functions. This method helps to identify any flaws in the processes and activities carried out. Corrections can be proposed then and there. Any need for additional training on weaker aspects of performance can also be identified. Developmental Training: when a new process or method of carrying out work is identified, it’s necessary that the workforce develops the necessary skill to master it. Thus targeted outputs can be achieved in time. The person in charge of the HR trainings is vested with the responsibility of fixing the budget for the same. He should ensure that no major disruption in production takes place. Sufficient time should be allotted for the employees to grasp the new ideas passed down. In fact the final output will depend a lot upon the quality of the trainer. The HR trainings manager will himself benefit from a training course where he learns the current laws and appropriate behavior to be portrayed in interviews and training sessions. He should never fail to give positive feedback to those who respond well to training sessions, evident in the quality of their work. Trainings has thus materialized into becoming a vital part of any successful business concern without which organizational goals can rarely be attained on time. Advantages of Training: I. Help in addressing employee weaknesses: Most workers have certain weaknesses in their workplace, which hinder them from giving the best services. Training assists in eliminating these weaknesses, by strengthening workers skills. A well organized development program helps employees gain similar skills and knowledge, thus bringing them all to a higher uniform level. This simply means that the whole workforce is reliable, so the company or organization doesn’t have to rely only on specific employees. II. Improvement in workers performance A properly trained employee becomes more informed about procedures for various tasks. The worker confidence is also boosted by training and development. This confidence comes from Splendid Consultants www.splendidconsultant.in Page 4
  • 5. the fact that the employee is fully aware of his/her roles and responsibilities. It helps the worker carry out the duties in better way and even find new ideas to incorporate in the daily execution of duty. III. Consistency in duty performance A well organized training and development program gives the workers constant knowledge and experience. Consistency is very vital when it comes to an organization’s or company’s procedures and policies. This mostly includes administrative procedures and ethics during execution of duty. IV. Ensuring worker satisfaction Training and development makes the employee also feel satisfied with the role they play in the company or organization. This is driven by the great ability they gain to execute their duties. They feel they belong to the company or the organization that they work for and the only way to reward it is giving the best services they can. V. Increased productivity Through training and development the employee acquires all the knowledge and skills needed in their day to day tasks. Workers can perform at a faster rate and with efficiency thus increasing overall productivity of the company. They also gain new tactics of overcoming challenges when they face them. VI. Improved quality of services and products Employees gain standard methods to use in their tasks. They are also able to maintain uniformity in the output they give. This results with a company that gives satisfying services or goods. VII. Reduced cost Training and development results with optimal utilization of resources in a company or organization. There is no wastage of resources, which may cause extra expenses. Accidents are also reduced during working. All the machines and resources are used economically, reducing expenditure. VIII. Reduction in supervision The moment they gain the necessary skills and knowledge, employees will become more confident . They will become self reliant and require only little guidance as they perform their tasks. The supervisor can depend on the employee’s decision to give quality output. This relieves supervisors the burden of constantly having to give directives on what should be done. Splendid Consultants www.splendidconsultant.in Page 5