Training: Definition,scope And Objectives
Training is essential for organizational productivity
. Though it is a type of education, training is job oriented. It is skill learning. Education is wider in scope and general in purpose whereas training is organization specific and practice based.
Core competencies and expertise give the organizations an edge over their competitors and training plays a vital role in developing and strengthening these competencies. Change of technology demands that employees update their knowledge, skills, abilities and technical expertise. Jobs are becoming more interdependent demanding high interpersonal and problem solving skills, which can be acquired only through training.
Training is a continuous and perennial activity. Human evolution itself is a part of history of training. The Stone-age people got themselves trained to fulfill their basic needs. The metal-age people learnt the art of use of metals and cooking. Thus every page and stage of human civilization will contain training in the backdrop. Even in the monarchical era, the kings used to send their wards to gurukul, which is nothing but a form of residential training. Even today, in the area of skill training we can see apprenticeship as a form of training.
As Alvin Tofler puts it only change is permanent. In our century the great issue facing not only the developed nations but also the developing nations is the problem of change and adapting to change is the main concern of present day. Change that is induced through science and technology development demands rapid individual and social adjustment. The above two challenges are met mainly by manpower training and development programmes.
The quest for knowledge for enlightenment is universal. So change is fundamental for the progress of a dynamic society. Every change is a challenge to be met and knowledge provides the strength to convert these challenges into opportunities. But to do so, knowledge needs to be transformed into skills and this is a function of training. Training is an investment in knowledge capital. This capital resource is subjected to obsolescence. It needs to be continuously updated an expanded. Training is a continuous process and has become an important function in the development and management of human resources.
Dale S. Beach defines training as the organizational procedure by which people learn knowledge and / or skill for a definite purpose.
Edwin B. Flippo defines training as the act of increasing the knowledge and skills of an employee for doing a particular job.
Scope of Training
Traditionally, training has been seen as an event or program to develop specific explicit knowledge and skills. But mangers and trainers and human professionals have begun to recognize the potential contribution to business goals of knowledge that is based on experience and that is impossible to teach in a training program, and thy have broadened the role of training to include learning and designing ways to create and share knowledge.
Learning refers to the acquisition of knowledge by individual employees or groups of employees who are willing to apply that knowledge in their jobs in making decisions and accomplishing tasks for the company. Knowledge refers to what individuals or teams of employees know or know how to do as well as company rules, processes, tools and routines. Knowledge is of two types Tacit knowledge and Explicit knowledge.
Explicit knowledge refers to knowledge that can be formalized, codified and communicated. i.e, it can be found in manuals, formulas and specification.
Tacit knowledge refers to personal knowledge based on individual experience that is difficult to explain to others because tacit knowledge is difficult to communicate; it is passed along to others through direct experience.
Well designed traditional training courses can successfully help employees learn explicit knowledge. But to learn tacit knowledge requires interpersonal interaction and experiences that are usually not found in training programs.
The organizations find themselves compelled to organize some training activities because many new entrants lack basic skills. Considerable amount has been spent by employers on formal training.
A single training event or program will not provide a competitive advantage to the company because explicit knowledge is well known and programs designed to teach it can be easily developed and imitated. However, tacit knowledge developed through experience and shared through interactions between employees still is impossible to imitate.
Training of a companys workforce results in an increase of productivity and reduces wastage. It is corporate prudence and cost effective practice to retrain workers for new jobs than releasing them and hiring new ones.
As training enhances the competency of the workforce, it will result in increased morale. A large number of different kinds of activities will be positively impacted if training systems are well designed.
Training can pave way for increased quality both in the production and service sectors. Training can facilitate employee retention and faster customer service. If designed and delivered well it will facilitate achievement of organizational objectives the main purpose of organizational existence.
In treating training there are three types of organization. Some organizations regard training as an unnecessary and time wasting activity. They feel that the cost of training is high and is not commensurate with the benefits derived from it.
The second type of organizations treats training as a continuous activity. They make every superior in organization responsible for training which invariably results in learning updates either in technology, methodology or behavior.
There are some organizations where training is used as a tool to deal with specific problems. In these organizations training happens only when there is a problem which needs to be solved. They take up training with a limited objective and discontinued once the problem is solved.
Companys selection and promotion policies have a definite bearing on training. However, certain recent changes in perception have done a lot of good to corporate training.
1. More and more sills are taught and learnt and fewer skills are regarded as inborn.
2. The change of technology is advancing at faster pace making skills of today obsolete tomorrow, thus making training and re-training imperative.
3. Globalization has resulted in diversity in lifestyles, attitudes of people, working environment, etc. compelling employees to get trained in various skills like foreign languages, negotiation techniques, telephone skills, etc.
Objectives of Training
The training objectives are formulated in line with the companies goals and objectives. The major objectives of the training may be enumerated as follows:
1. To train the employees in the companies culture and ethics.
2. To prepare the employees both newly recruited and already employed to meet the present as well as the future requirement of the job and the organization.
3. To train the employees in order to improve the work methods and skills so as to increase quality and quantity of output.
4. To prevent obsolescence.
5. To prepare employees for higher level responsibilities.
6. To increase the efficiency and effectiveness of employees by updating them on latest concepts and techniques.
7. To facilitate succession planning i.e. to build up a second line of competent employees.
8. To reduce supervision, wastage and accidents.
9. To ensure economical output with high quality.
10. To develop inter-personal relations.
11. To foster individual and group morale with positive attitude and cordial relations.
by: Abey Francis
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