The swelling role of training employees

Nowadays, training is defined as “Interventions” as it creates an environment or an experience, with the aim that employees can learn and business leaders can build their companies of the future.

Training plays a crucial role for organizational development and success as it has its strategic positioning and it directly contributes to organizational business goals and objectives. Training and development is important at every stage of the hierarchy as it leads to quality performance of the employees and is also fruitful for the employers and the organization. A comprehensive training program not only allows employees to become more efficient and productive but also helps in enhancing the employees’ skills, knowledge, and attitudes necessary to achieve given tasks and to create competitive advantage.

Subsequently, companies will see higher interest in what is being learnt and employees will do so with a certain objective they want to get as a result of their engagement. The training programs need to be designed to ensure that the employee’s possess the right skills and ability to accomplish the given tasks at a given time frame.

Considering all of the above, there are also certain skills that are difficult to train but can be learnt over a period of time with strategic training programs. These skills typically determine employees’ personality and how well they fit in a company and its current team. It is likewise challenging to train people on their personality, as a person’s character would have developed over the years. Therefore, companies now need to create modules / programs where “Content is relevant”, “Medium is effective” and programs are “Convenient / Simple / Easy” to do. Hence, there is a need of combination of personal and professional development oriented training programmes, more customized and are matched as per ‘Convenience’.

Organizations have objectives to achieve and employees execute them. So, most companies take the strategy into account, which helps each department to work on. Now, there is a gap between the capability of what exists, what is needed for execution and which capabilities need to be addressed in the following 3 to 5 years. Depending upon the lack of knowledge; ability to transition into technology; understanding of team management and also with the changing market needs, companies should focus on relevant capability development programmes.

With the help of these programmes, teams can facilitate content development and build a flexible infrastructure to make employees choose their options. This can increase effectiveness of the intervention and also the last mile deliverable. This system also ensures if various matrix are measured and success is tracked with the impact on the last mile delivery and business strategy.

Below are few examples of the companies, who consider ‘training’ as an important process.

· One of the oldest Indian banks considers Training as one of the most important interventions for developing its employees. There are certain steps that they follow, first, to analyze the training needs of the employees by adopting scientific methods and second is to make a tailored training program for senior officials of the bank across their training centers present in the major cities of India.

To ensure smooth training process, the company has built well-equipped centers with all the latest technology and facilities which is responsible for providing training to the junior level officers and workmen employees.

· A global fortune 500 management consulting company has introduced the program ‘Leaders teaching leaders’. In this program leaders share their past experiences for the betterment of the working styles of the present employees. This kind of educational program have been well- known and appreciated around the business world. For the bright future of the employees, provides its global portal ‘My learning’ in which 20,000 online courses are available.

Learning and Development is very dynamic industry and will continue to grow even more. As the market demands change we will see further changes to relate to the employee needs, knowledge, skills and convenience to design learning frameworks with experiences. Always better to learn in a simulated environment so when you are actually delivering at your job you have “experience” of the “complexity” and the “need” of the “situation” allowing for better decision making and skills during a live execution.