Hi all,
I am a research scholar and would like a help from HR professional who has exposure in Training and Development for the employees.
I want to know how the organizations find the need for training in their organizations and the benefits of Training programme for employees and organization.
And also the challenges they face in training and development programme.
I would really appreciate if you could give little inputs for me on these.
Thanks in advance!
Regards,
Pavithra S
From India, Bangalore
I am a research scholar and would like a help from HR professional who has exposure in Training and Development for the employees.
I want to know how the organizations find the need for training in their organizations and the benefits of Training programme for employees and organization.
And also the challenges they face in training and development programme.
I would really appreciate if you could give little inputs for me on these.
Thanks in advance!
Regards,
Pavithra S
From India, Bangalore
Challenges:
1. Mentality
Not all of the employees understand the need of training and development. Some of them think that they're perfect and no need to be corrected. The usually occurs to the senior staff and young executive.
2. Monetary
Refers to allocation of money to conduct training and development process. Some of the organisation never plan to conduct such activity.
From Malaysia, Kuching
1. Mentality
Not all of the employees understand the need of training and development. Some of them think that they're perfect and no need to be corrected. The usually occurs to the senior staff and young executive.
2. Monetary
Refers to allocation of money to conduct training and development process. Some of the organisation never plan to conduct such activity.
From Malaysia, Kuching
Dear Mrjesus,
First sentence of first paragraph of your posts reads as "Not all of the employees understand the need of training and development".
I just would like to add or do some small correction here. You may replace the word "employees" with "employer".
Thanks,
Dinesh V Divekar
From India, Bangalore
7736First sentence of first paragraph of your posts reads as "Not all of the employees understand the need of training and development".
I just would like to add or do some small correction here. You may replace the word "employees" with "employer".
Thanks,
Dinesh V Divekar
From India, Bangalore
I want to know how the organizations find the need for training in their organizations and the benefits of Training programme for employees and organization.
The need for training in my organisation is usually based on quantitative feedback obtained from the unit heads / dpt heads also we use various observational techniques to identify if training is needed. Using a role based training strategy we are able to identify the competencies, knowledge and skills that are required and training is accordingly provided. The benefit that the organisation has observed is that we have a workforce that is multi-skilled, flexible and motivated.
As for employees we have received feedback that they are happier because of the development initiatives. We are also able to provide people with a very clear path and they have started focusing on the task at hand and have become more efficient.
And also the challenges they face in training and development programme.
Making the management agree to the training initiatives was not a challenge once we were able to prove that they are beneficial. The challenges we faced where making the training content for employees (We have a very diverse workforce in terms of education, language, etc)
Making the training content more practical was a challenge at times due to a lack of real-world examples.
The biggest challenge was co-ordination with operations on a large array of topics such as attendance, time allocated to training, training area, time of the day that employees were allowed to attend training, etc.
From India, Mumbai
The need for training in my organisation is usually based on quantitative feedback obtained from the unit heads / dpt heads also we use various observational techniques to identify if training is needed. Using a role based training strategy we are able to identify the competencies, knowledge and skills that are required and training is accordingly provided. The benefit that the organisation has observed is that we have a workforce that is multi-skilled, flexible and motivated.
As for employees we have received feedback that they are happier because of the development initiatives. We are also able to provide people with a very clear path and they have started focusing on the task at hand and have become more efficient.
And also the challenges they face in training and development programme.
Making the management agree to the training initiatives was not a challenge once we were able to prove that they are beneficial. The challenges we faced where making the training content for employees (We have a very diverse workforce in terms of education, language, etc)
Making the training content more practical was a challenge at times due to a lack of real-world examples.
The biggest challenge was co-ordination with operations on a large array of topics such as attendance, time allocated to training, training area, time of the day that employees were allowed to attend training, etc.
From India, Mumbai
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Training and Development.doc
Special Issues in Training and Development - PPT 10.ppt