Every year, most organizations budget money for training over 192 Crore in the India. The volume of money and effort suggests that corporations believe training is important. What do they know about training that justifies this much investment?
For starters, training plays an important role in developing a productive workforce and finely tuning processes to increase profits. Training also helps people and organizations manage change. Because organizations are continuously changing techniques, goals, equipment, people, and locations, all members of the workforce require training to support these changes.
In IT and NON-IT training institutes you can be a perfect corporate person.
There are four critical aspects of a coordinated comprehensive training approach. In the most efficient organizations, the four are aligned toward the same corporate goals.
Business needs or requirements
This is the starting point. Effective training starts with the clarification of organizational goals. This enables the Training & Development department to provide a strategic approach to the services it offers the organization. Examples of business needs include increasing customer satisfaction, increasing market share, and improving quality.
To improve or change performance
Performance is usually tied to a specific job and a task or set of tasks within that job. It is what the employee must do to achieve the organizational goal. For example, if improving quality is a business goal, each employee must know what process to use to ensure delivery of a quality product or service.
To gain knowledge or to learn new skills
In order to change performance, employees may need to learn something new. Learning new things is a new process to start from basic. This learning may take many forms such as coaching, classroom training, computer-based training, on-the-job training, or self-study.
For a change in the environment
At times, employees may possess the skills and knowledge required to change their performance, but some aspect of the environment either prevents or discourages individuals from making the change. For example, if an organization’s goal is to improve quality, there will be little change if the reward system focuses on quantity, not quality.
You will create and deliver formal and informal learning, instructor-led and self-directed learning, and synchronous and asynchronous training. You will do this in a classroom, online, and on the job.
What do organizations expect to accomplish by investing in training efforts? They desire change in the performance of employees in order to:
- Maintain current customers
- Create new customers
- Increase customer satisfaction
- Reduce errors
- Reduce expenses
- Save time
There are many reasons people require training in the workplace. Some of these reasons are to:
- Orient new employees
- Provide long-term professional development
- Upgrade knowledge required for the job
- Introduce new skills to experienced employees
- Change career paths due to job elimination
Conclusion
But won’t trainers run out of people to train? Not likely. Organizations are required to continually make changes. Change is the main factor of organisational innovation. Technology advances continue to influence how trainers do their jobs. The skilled labour pool continues to shrink worldwide. Thousands of new employees enter the workforce or change jobs every week. That keeps at least a few trainers busy.
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