Hey Friends, Article in training & development i came across (Training Doesn’t Work: It’s Time We Ask the Right Question) doc attached. Like to share a piece of learnings. Regards Deepali
From India
From India
Hi Deepali, interesting article. Training is not the answer to all performance related problems. It has its limitations. These limitations are exposed if training is treated as an isolated function. However, if training is properly linked to other systems, it can be more effective. And more important, the organisational culture should foster creativity and experimentation, and continuous learning. Organisational learning is a larger canvas which includes this.
regards
Rajeev.V
From India
26regards
Rajeev.V
From India
Thats absolutely true Rajveev. Training functions at a larger scale& The concepts vary from industry to industry. Thanks for your inputs. Regards, deepali
From India
From India
Dear Deepali
"No organization can succeed in a globalize environment unless its people have adequate knowledge and skills"
Recognizes the need to be competitive in order to respond to the challenge of competition and to ever demanding customer expectations. However there is another in built challenge that calls for a renewed partnership between Company and every individual associated with it. Reaffirms its commitment to training and related investment for the same to be measurable and deliver demonstrable benefits against organizational requirements as well as individual needs.
Thanks & Regards,
K D Pandey
From India, New Delhi
"No organization can succeed in a globalize environment unless its people have adequate knowledge and skills"
Recognizes the need to be competitive in order to respond to the challenge of competition and to ever demanding customer expectations. However there is another in built challenge that calls for a renewed partnership between Company and every individual associated with it. Reaffirms its commitment to training and related investment for the same to be measurable and deliver demonstrable benefits against organizational requirements as well as individual needs.
Thanks & Regards,
K D Pandey
From India, New Delhi
Pranam,
I have a discussion forum in the same line of this and it is absolutly the need of the hour.
Training is a process and not the end.
process has to be updated and delivered periodicaly.
(My Topic:Training and Development % of success in a organisation)
Shihan Dr.C.J.Jeyachander
From India, Bangalore
I have a discussion forum in the same line of this and it is absolutly the need of the hour.
Training is a process and not the end.
process has to be updated and delivered periodicaly.
(My Topic:Training and Development % of success in a organisation)
Shihan Dr.C.J.Jeyachander
From India, Bangalore
Training process is ongoing...there is no end. As we all know learnings ends no where. Please let me know if you need any information on the training process. May be i can learn more if you all can share some knowledge on the same.
Regards,
Deepali
From India
Regards,
Deepali
From India
Dear ,
some what u r right training doesn't work as need is not properly analysed ... other wise in todays copetetive enviornment its a very important ur people grow by learning new skills than and than ur organization will grow
so training is must but to make the training worth while required to do proper need analysis and also required to desing effectively and also select effective mode of delivery so there should not be pre training effect
some what u r right training doesn't work as need is not properly analysed ... other wise in todays copetetive enviornment its a very important ur people grow by learning new skills than and than ur organization will grow
so training is must but to make the training worth while required to do proper need analysis and also required to desing effectively and also select effective mode of delivery so there should not be pre training effect
"Nowadays we don't train but rather COACH!!"
Of course, if you are a coach that is what you usually do on the individual level. But again business environment varies a lot and in the end it will all depend on the strategy one has to take.
Deepalime is correct in writing that training is an on-going process but it is better to say that learning is a never-ending process because the emphasis here is on the individual learner. Funny thing though, I always hear the phrase "we never learn" when we keep on doing the same mistakes. However, an individual to recognize the fact that he "never learns" is a learning by itself.
From Saudi Arabia,
Of course, if you are a coach that is what you usually do on the individual level. But again business environment varies a lot and in the end it will all depend on the strategy one has to take.
Deepalime is correct in writing that training is an on-going process but it is better to say that learning is a never-ending process because the emphasis here is on the individual learner. Funny thing though, I always hear the phrase "we never learn" when we keep on doing the same mistakes. However, an individual to recognize the fact that he "never learns" is a learning by itself.
From Saudi Arabia,
Hi, Dipali, Research has shown that 68% of learning happens on the job, 20% through coaching from the boss and only 12% through off the job training. Therefore limitation of class room training for development should be recognised by all HR Professionals and CEOs.
Dilip Varma
Dilip Varma
Thanks Deepali for a great article. The point about tying training to the strategic objectives of the organization is a very important one. We have also done some work in this area and have developed a model for moving an organization towards making better use of their training resources. You can read more about our training management maturity model at http://www.businessperform.com/html/..._practice.html
The model illustrates four levels that an organization progresses through to maximize the impact of training:
Level 1 – Visibility focuses on training administration
Level 2 – Standards focuses on program development and delivery
Level 3 – Planning focuses on training strategy and planning
Level 4 – Performance focuses on performance consulting
Another article explains in more detail how an organization can use the model to improve its training effectiveness. You can read it at http://www.businessperform.com/html/...ctiveness.html
Vicki Heath
Training Management Resources
http://www.businessperform.com
From Australia, Melbourne
The model illustrates four levels that an organization progresses through to maximize the impact of training:
Level 1 – Visibility focuses on training administration
Level 2 – Standards focuses on program development and delivery
Level 3 – Planning focuses on training strategy and planning
Level 4 – Performance focuses on performance consulting
Another article explains in more detail how an organization can use the model to improve its training effectiveness. You can read it at http://www.businessperform.com/html/...ctiveness.html
Vicki Heath
Training Management Resources
http://www.businessperform.com
From Australia, Melbourne
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