Employee training and development is a vast arena, and organizations often face challenges in setting the right learning culture. Some of the challenges faced are:
Lack of a robust training department.
Lack of management support.
A weak culture that does not facilitate learning and implementation in the organization.
Employee is resistant to attend training.
A fundamental non-clarity of job roles and growth path.
Budget Constraints
Ambiguous company policies.
Organizations that realize the importance of Employee Training and Development spend time and budget in developing programs that can enhance their growth. Training is a by-product of appraisals too. Organizations with a robust appraisal system can figure out the visible gap and patch it up with relevant training.
Some organizations are building an internal database of specialized experts, and in this, they have gone a notch high with identifying the right employees and the necessary skill-based training they can attend. Organizations have created an inbuilt training program for employees who are freshers and just out of colleges. The level of preparedness of an organization should be speculative and sensitive to future market needs. A dual motive of employee growth and parallel company growth should be the strategic vision.
Organizations like Capgemini are ensuring to train their fresh employees on the technology frontier and build experts within the company. The company sponsors these training.
Organizations Programs
Organizations like ICICI bank in association with Sikkim Manipal University have designed tailor-made management courses that bring out an overall development in a fresh graduate employee. These training are designed for a right fit-out for a job, post-training, to a specific organizational culture, practices, processes, overall grooming & management. The employees attending this full-time management program are given a monthly stipend as well as a guaranteed job with a higher post after the training.
Organizations should invest in a dedicated Training & Development approach. There has to be a process that fosters a continuous learning environment. The idea is every individual who joins a company is an asset, and the asset has to be nourished and offered a conducive environment to grow. While the ground workforce chases the business numbers, the senior management runs the show. The senior management is the most critical asset and needs to be in tune with the organization’s goals and vision. Continuous skill up-gradation and enhancement of portfolio is the need. When it comes to Senior management, certain aspects are essential and trainable like – change management, leadership, goal settings, strategic management, employee development, resourcefulness, etc.
From India, Mumbai
Lack of a robust training department.
Lack of management support.
A weak culture that does not facilitate learning and implementation in the organization.
Employee is resistant to attend training.
A fundamental non-clarity of job roles and growth path.
Budget Constraints
Ambiguous company policies.
Organizations that realize the importance of Employee Training and Development spend time and budget in developing programs that can enhance their growth. Training is a by-product of appraisals too. Organizations with a robust appraisal system can figure out the visible gap and patch it up with relevant training.
Some organizations are building an internal database of specialized experts, and in this, they have gone a notch high with identifying the right employees and the necessary skill-based training they can attend. Organizations have created an inbuilt training program for employees who are freshers and just out of colleges. The level of preparedness of an organization should be speculative and sensitive to future market needs. A dual motive of employee growth and parallel company growth should be the strategic vision.
Organizations like Capgemini are ensuring to train their fresh employees on the technology frontier and build experts within the company. The company sponsors these training.
Organizations Programs
Organizations like ICICI bank in association with Sikkim Manipal University have designed tailor-made management courses that bring out an overall development in a fresh graduate employee. These training are designed for a right fit-out for a job, post-training, to a specific organizational culture, practices, processes, overall grooming & management. The employees attending this full-time management program are given a monthly stipend as well as a guaranteed job with a higher post after the training.
Organizations should invest in a dedicated Training & Development approach. There has to be a process that fosters a continuous learning environment. The idea is every individual who joins a company is an asset, and the asset has to be nourished and offered a conducive environment to grow. While the ground workforce chases the business numbers, the senior management runs the show. The senior management is the most critical asset and needs to be in tune with the organization’s goals and vision. Continuous skill up-gradation and enhancement of portfolio is the need. When it comes to Senior management, certain aspects are essential and trainable like – change management, leadership, goal settings, strategic management, employee development, resourcefulness, etc.
From India, Mumbai
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