Dear Friends,</SPAN>
Considering training as more of investment than expense in building human capital to yield maximum possible results and creating a competitive edge, there is a clear shift from general training to specific training in corporate Inc.
According to various industry reports training market is expected to reach three times within coming years and it is interesting to note that about 50% of this revenue goes to out sourced trainers and training companies. Harward business review has also indicated that organizations implementing successful training are more effective in delivering customer goals because of enhancement in individual performance due to good training.
It is the organization, trainer and learners who complete the loop of this function. The future of training depends upon the effectiveness of these three facets. This fact can’t be denied that many organizations regard training as non-essential or a need based function. Some consider it as hygiene factor. Equally, many trainers accord priority to organization training budget rather than understanding the learner’s requirements (without understanding why and how). In the process of consuming training budget, template programs are thrown on learners. Learning contents are seldom improved or created according to learners needs. That’s why during the period of crisis it is the training budget which is axed first because organizations do not find any co-relation between training investment and value addition in employee performance.
Here trainer’s capability comes at stake. His role is to unleash human capabilities in to workplace by using all his tools. He needs to be broader and to do more than just help employees learn specific skills. Learners are more likely to be successful at learning or behaviour change if they are confident they can do what they are being asked to do and they will have the resources they need to do it. Here learners are to be involved in designing and building the programs. The role of trainer is shifting from being a trainer to a solution provider.
Learners (employees) are changing and their expectations too about training activity. Blended learning is the future of training.
Blended learning is fine combination of traditional, face to face and on line training. Organizations and trainers have to embrace themselves for this penetration of technology in training.
Cover feature of Business Manager, Sept. 2011 issue attempts to explore what future holds in it for training with renowned trainers / experts views on the topic.</SPAN>
regds,
Anil Kaushik
Chief Editor,Business Manager-HR magazine
B-138, Ambedkar Nagar, Alwar-301001 (Raj.)
09829133699
www.businessmanager.co.in
From India, Delhi
181Considering training as more of investment than expense in building human capital to yield maximum possible results and creating a competitive edge, there is a clear shift from general training to specific training in corporate Inc.
According to various industry reports training market is expected to reach three times within coming years and it is interesting to note that about 50% of this revenue goes to out sourced trainers and training companies. Harward business review has also indicated that organizations implementing successful training are more effective in delivering customer goals because of enhancement in individual performance due to good training.
It is the organization, trainer and learners who complete the loop of this function. The future of training depends upon the effectiveness of these three facets. This fact can’t be denied that many organizations regard training as non-essential or a need based function. Some consider it as hygiene factor. Equally, many trainers accord priority to organization training budget rather than understanding the learner’s requirements (without understanding why and how). In the process of consuming training budget, template programs are thrown on learners. Learning contents are seldom improved or created according to learners needs. That’s why during the period of crisis it is the training budget which is axed first because organizations do not find any co-relation between training investment and value addition in employee performance.
Here trainer’s capability comes at stake. His role is to unleash human capabilities in to workplace by using all his tools. He needs to be broader and to do more than just help employees learn specific skills. Learners are more likely to be successful at learning or behaviour change if they are confident they can do what they are being asked to do and they will have the resources they need to do it. Here learners are to be involved in designing and building the programs. The role of trainer is shifting from being a trainer to a solution provider.
Learners (employees) are changing and their expectations too about training activity. Blended learning is the future of training.
Blended learning is fine combination of traditional, face to face and on line training. Organizations and trainers have to embrace themselves for this penetration of technology in training.
Cover feature of Business Manager, Sept. 2011 issue attempts to explore what future holds in it for training with renowned trainers / experts views on the topic.</SPAN>
regds,
Anil Kaushik
Chief Editor,Business Manager-HR magazine
B-138, Ambedkar Nagar, Alwar-301001 (Raj.)
09829133699
www.businessmanager.co.in
From India, Delhi
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