training and development strategies

TRAINING &

DEVELOPMENT

STRATEGIESLi joe Mathew

Sin i Ra janS4 MBA

MACFAST,T i ruva l la

TRAINING AND DEVELOPMENT

Training and development is vital part of the human

resource development.

It is a subsystem of an organization.

It ensures that randomness is reduced and learning

or behavioral change takes place in structured

format. 

Training and Development refers to the process to

obtain or transfer knowledge, skills and abilities

needed to carry out a specific activity or task.

Training(today……)

“An organization’s planned efforts to help employees acquire

job-related knowledge, skills, abilities, and behaviors, with the

goal of applying these on the job.”

Development(tomorrow….)

“Learning that goes beyond today’s job and has a long term

focus, so development is Strategic Training”.

Objectives of Training and Development

Improving quality of workforce.

Enhance employee growth.

Prevents obsolescence.

Assisting new comer.

Bridging the gap between planning and

implementation.

Health and safety measures

Difference between T&D

Training Development

Focus Current Job Current and future jobs

Scope Individual employees Work group or organization

Time Frame Immediate Long term

Goal Fix current skill deficit Prepare for future work demands

strategic training and development process

Strategies for Effective Human ResourceTraining and Development in 21st.

Century

The main focus is how to link HR with business strategies.

The corporate training must be understood in terms of paradigm

shift that is taking place in Indian Industry.

Three factors have added new dimension to the need for training

in all industries , they are

1) Liberalization

2) Imbalance in demand and supply of professional talent

3) Growing expectation of employees regarding their professional

and personal development.

Training is an effort into immediate position while development

is an effort directed towards growth.

Training and development as a strategy for growth

A Siemens case study Siemens is a leading technology business and one of the largest electrical and electronics

engineering companies in the world.

It employs over 20,000 people .

The company designs and manufactures products and services for both industrial

customers and consumers.

It operates in three main sectors:

In industry, Siemens develops systems for transport,

In energy, Siemens' work is wide-ranging. It makes systems for

transmitting and distributing power for power companies

In healthcare, it specializes in equipment to help medical diagnosis,

such as MRI scanners and imaging technology.

To keep its world-leading position and grow in a

competitive environment.

Siemens aims to deliver quality products and services.

Siemens manages its ongoing need for skills through

training and development.Identify the need for Training Training 1 2

Evaluation of T & D Developments 4 3

Steps taken by Siemens to keep their leading position

Benefits that Siemens can attain through training and development

Flexible adaptable employees take on new roles

and technology

Improving productivity and earning more

revenue

Long-term employee commitment

Attractive to future employees

Employee confidence, motivation and job

satisfaction

CONCLUSION

Training and development, has its strategic positioning

and it directly contributes towards organizational business

goals and objectives.

Training and development helps the growth of a business.

Training and development cannot be disconnected from

the business activities of the organizations

Training and development improves efficiency and

productivity of employees and lead the organization

towards success.