2. INTRODUCTION
Training is a learning process that
involves the acquisition of
knowledge, sharpening of skills,
concepts, rules, or changing of
attitudes and behaviors' to enhance
the performance of employees.
3. Training is activity leading to
skilled behavior
It’s not what you want in life, but it’s knowing how to reach it
It’s not where you want to go, but it’s knowing how to get
there
It’s not how high you want to rise, but it’s knowing how to
take off
It may not be quite the outcome you were aiming for, but it
will be an outcome
It’s not what you dream of doing, but it’s having the
knowledge to do it
It's not a set of goals, but it’s more like a vision
It’s not the goal you set, but it’s what you need to achieve it
4. Need for Training and
Development
Before we say that technology is responsible for
increased need of training inputs to employees, it is
important to understand that there are other factors too
that contribute to the latter. Training is also necessary for
the individual development and progress of the
employee, which motivates him to work for a certain
organization apart from just money. We also require
training update employees of the market trends, the
change in the employment policies and other things.
5. Factors that contribute to the increased need to
training and development in organizations
Change
The word change encapsulates almost everything. It is one of
the biggest factors that contribute to the need of training and
development. There is in fact a direct relationship between
the two. Change leads to the need for training and
development and training and development leads to individual
and organisational change, and the cycle goes on and on.
More specifically it is the technology that is driving the need;
changing the way how businesses function, compete and
deliver.
6. Development
It is again one the strong reasons for
training and development becoming all
the more important. Money is not the
sole motivator at work and this is
especially very true for the 21st century.
People who work with organisations
seek more than just employment out of
their work; they look at holistic
development of self.
7. Process of training and
development
STEP 1: ESTABLISHING A
NEEDS ANALYSIS.
STEP 2: DEVELOPING TRAINING
PROGRAMS AND MANUALS.
STEP 3: DELIVER THE TRAINING
PROGRAM
STEP 4: EVALUATE THE
TRAINING PROGRAM.
8. STEP 1: ESTABLISHING A
NEEDS ANALYSIS.
This step identifies activities to
justify an investment for training.
The techniques necessary for the
data collection are surveys,
observations, interviews, and
customer comment cards
9. Objectives of needs analysis
- "Why" is training needed?
- "What" type of training is needed?
- "When" is the training needed?
- "Where" is the training needed?
- "Who" needs the training? and "Who"
will conduct the training?
- "How" will the training be performed?
10. STEP 2: DEVELOPING TRAINING
PROGRAMS AND MANUALS.
This step establishes the development of
current job descriptions and standards and
procedures. Job descriptions should be clear
and concise and may serve as a major training
tool for the identification of guidelines. Once
the job description is completed, a complete list
of standards and procedures should be
established from each responsibility outlined in
the job description. This will standardize the
necessary guidelines for any future training.
11. STEP 3: DELIVER THE
TRAINING PROGRAM
This step is responsible for the instruction
and delivery of the training program.
Once you have designated your trainers,
the training technique must be decided.
One-on-one training, on-the-job training,
group training, seminars, and workshops
are the most popular methods.
12. STEP 4: EVALUATE THE TRAINING
PROGRAM
This step will determine how effective
and profitable your training program has
been. Methods for evaluation are pre-and
post- surveys of customer comments
cards, the establishment of a cost/benefit
analysis outlining your expenses and
returns, and an increase in customer
satisfaction and profits.
13. CASE STUDY: SIEMENS
Workforce planning enables Siemens to
identify its training needs
Siemens is a one of the largest electrical and
electronics engineering companies in the world.
Every year it employs 20000 people in UK. In
addition, Siemens UK invested a huge amount of
money only on research and development,
because their business focused on ‘innovation’.
Therefore, for growth of their business, Siemens
needs people with first class level of skill,
knowledge and capability in engineering, IT,
business and other relevant field.
14. Kinds of workforce
Environment Scan
Current Workforce Profile
Future Workforce View
Analysis and Targeted Future
Closing the gaps
16. Benefits of training and development to
Siemens
Flexible adaptable employees take on new roles
and technology
Improving productivity and earning more revenue
Long-term employee commitment
Attractive to future employees
Employee confidence, motivation and job
satisfaction
17. Effectiveness of Training and
Development to
At first, the employees and their line manager agree the objectives at the
beginning of the project.
After that, objectives monitored throughout the whole project formally or
informally, it ensures that all training is successful and for the best interests
of the company.
Annually the line manager discusses the result about progress toward the
objective that has been set. Feedbacks are also discussed with the
employees whether any implementation is needed or not. It helps Siemens
to get feedback from staff on changes.
18. Another thing is new objectives are also set. In some cases,
appraisals linked to pay reviews.
In some cases, appraisals linked to pay reviews. This helps
the employee to feel valued and that motivate them to
perform better or to put their best effort.
When they have seen that staffs are up-to-date in a fast
changing business and they are involved in rapid change
with the situations, then they can measure that training and
development program was successful.
19. Training and development helps Siemens in
achieving its business objectives
As Siemens provide training to their employees to
improve their performance as well as have up-to-
date knowledge and skills remain competent in the
highly competitive market. This makes the
employee motivated and confident. In addition,
they have updated knowledge so they are the asset
for the organization. The employees feel valued
and stay longer in organization
20. CONCLUSION
An organizations primary business objective is to
make profit. So trained employee can make more
profit by their skills and cost of new employees
can reduce by effective training program. In
addition, valued, satisfied and skilled employee
can empower the organization and gain a
competitive advantage. By training and
development program, Siemens can ensure its
long-term business objectives.
