Dear Peers,
In an organization, what areas must I concentrate on for Training and Development (T&D)? What new areas should be introduced in an organization? Please share your ideas promptly as they will be helpful in improving my career growth.
Thank you.
From India, Mumbai
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17In an organization, what areas must I concentrate on for Training and Development (T&D)? What new areas should be introduced in an organization? Please share your ideas promptly as they will be helpful in improving my career growth.
Thank you.
From India, Mumbai
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Dear SHAKTI SUKUMAR
Training and development describes the formal, ongoing efforts of organizations to improve the performance and self-fulfillment of their employees through a variety of methods and programs. In the modern workplace, these efforts have taken on a broad range of applications—from instruction in highly specific job skills to long-term professional development. In recent years, training and development has emerged as a formal business function, an integral element of strategy, and a recognized profession with distinct theories and methodologies. More and more companies of all sizes have embraced "continual learning" and other aspects of training and development as a means of promoting employee growth and acquiring a highly skilled work force. In fact, the quality of employees, and the continual improvement of their skills and productivity through training, are now widely recognized as vital factors in ensuring the long-term success and profitability of small businesses. "Create a corporate culture that supports continual learning," counseled Charlene Marmer Solomon in Workforce. "Employees today must have access to continual training of all types just to keep up…. If you don't actively stride against the momentum of skills deficiency, you lose ground. If your workers stand still, your firm will lose the competency race."
For the most part, the terms "training" and "development" are used together to describe the overall improvement and education of an organization's employees. However, while closely related, there are important differences between the terms that center around the scope of the application. In general, training programs have very specific and quantifiable goals, like operating a particular piece of machinery, understanding a specific process, or performing certain procedures with great precision. On the other hand, developmental programs concentrate on broader skills that are applicable to a wider variety of situations, such as decision making, leadership skills, and goal setting.
For any further clarification feel free to write or discuss.
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GAUTAM KAR - 09331148166
Find me at,
http://www.facebook.com/GAUTAMBKAR
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From India, Kolkata
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Training and development describes the formal, ongoing efforts of organizations to improve the performance and self-fulfillment of their employees through a variety of methods and programs. In the modern workplace, these efforts have taken on a broad range of applications—from instruction in highly specific job skills to long-term professional development. In recent years, training and development has emerged as a formal business function, an integral element of strategy, and a recognized profession with distinct theories and methodologies. More and more companies of all sizes have embraced "continual learning" and other aspects of training and development as a means of promoting employee growth and acquiring a highly skilled work force. In fact, the quality of employees, and the continual improvement of their skills and productivity through training, are now widely recognized as vital factors in ensuring the long-term success and profitability of small businesses. "Create a corporate culture that supports continual learning," counseled Charlene Marmer Solomon in Workforce. "Employees today must have access to continual training of all types just to keep up…. If you don't actively stride against the momentum of skills deficiency, you lose ground. If your workers stand still, your firm will lose the competency race."
For the most part, the terms "training" and "development" are used together to describe the overall improvement and education of an organization's employees. However, while closely related, there are important differences between the terms that center around the scope of the application. In general, training programs have very specific and quantifiable goals, like operating a particular piece of machinery, understanding a specific process, or performing certain procedures with great precision. On the other hand, developmental programs concentrate on broader skills that are applicable to a wider variety of situations, such as decision making, leadership skills, and goal setting.
For any further clarification feel free to write or discuss.
__________________
Regards,
GAUTAM KAR - 09331148166
Find me at,
http://www.facebook.com/GAUTAMBKAR
https://twitter.com/GAUTAMKAR4U
From India, Kolkata
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Hi Gautham,
Thank you for your input, but you mentioned the Training and Development (T&D) methods used here. I am looking for the methods specifically designed for the new era of T&D. If anyone has the relevant files, please attach them and provide an explanation on how they can be utilized.
Thanks and Regards,
Sakthi
From India, Mumbai
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Thank you for your input, but you mentioned the Training and Development (T&D) methods used here. I am looking for the methods specifically designed for the new era of T&D. If anyone has the relevant files, please attach them and provide an explanation on how they can be utilized.
Thanks and Regards,
Sakthi
From India, Mumbai
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