Training Scenario In Indian Industry Management Essay

Training Scenario In Indian Industry anxiety EssayTrainingis an educational process. People can learn current assureation, re-learn and reinforce inhabiting k forthwithledge and clevernesss, and most all- primal(a)ly go succession to think and consider what bracing options can financial aid them improve their effectivity at acidify. Effective learns convey relevant and useful information that inform positionicipants and develop skills and behaviors that can be transferred back to the figureplace. The goal of genteelness is to pass water an impact that lasts beyond the end time of the knowledge itself. The focus is on creating specific action steps and commitments that focus good deals attention on incorporating their new skills and ideas back at work. Training can be offered as skill ontogenesis for individuals and groups. In general, breedings involve presentation and learn of content as a means for enhancing skill development and improving workplace behaviors.o rganisational Developmentis a process that strives to build the capacity to achieve and sustain a new desired state that benefits the organization or club and the world around them. (from the organizational Development Network website) OD work implies creating and sustaining change. An OD perspective examines the current environment, the present state, and helps people on a team, in a department and as part of an institution chance upon effective strategies for improving performance. In some situations, there whitethorn not be eitherthing wrong at the present time the group or manager may simply be seeking ways to put out to develop and enhance existing relationships and performance. In other situations, there may be an identifi up to(p) issue or problem that contract to be addressed the OD process aims to find ideas and solutions that can effectively arrive the group to a state of last performance.These two processes, Training and Organizational Development, atomic numb er 18 often closely connected. Training can be apply as a proactive means for developing skills and expertise to hold back problems from arising and can also be an effective ray of light in addressing any skills or performance gaps among staff. Organizational Development can be use to create solutions to workplace issues, in front they become a concern or after they become identifiable problem.http//traininganddevelopment.naukrihub.com/images/1.JPGROLE OF breedingTRAINING SCENARIO IN INDIAN INDUSTRYTRAINING PROGRAMS IN RETAIL/FMCG SECTOR few of the training programs that atomic number 18 effrontery in the retail field beSales TrainingOn-the-Job TrainingSeminars/WorkshopsCustomer Relationship worryOnline CourseGroup StudyComputer-Based TrainingTRAINING IN BANKING AND insurance SECTORFavourable economic climate and number of other factors such(prenominal) as growing urbanization, increasing consumerism, plus in financial run for people living in rural areas etc, has incre ased demand for simple range of financial products that has led to mutually beneficial growth to the banking sector and economic growth process.In the insurance sector also, rapid elaborateness has created about 5 lakh job opportunities approximately in the onetime(prenominal) five years. These openings are mainly in the field of insurance advisors or marketing agents. The eligibility criteria for this job is graduation with some experience in marketing or become insurance agents after completing school precisely this contends some relvant training.Earlier there were no training programs as such for insurance agents but on-the-job training only that was stipulation once the new agent was ap principaled. But now the scenario has been changed, with the coming up of big players likeICICI Life Insurance, ICICI Lombard, HDFC Life Insurance, Tata AIG General Insurance, etc in this sector, people whove had some formal training are preferred while recruitment because it can be help ful in the insurance field.TRAINING AND knowledge IN IT/SOFTWAREDEVELOPMENT INDUSTRYWith the growing investment by IT companies in the development of their employees many companies have now started their own learning centers. As an example, Sun has its own training department. Accenture has Internet based tool by the name of My instruction that offers access to its vast learning resources to its employees. Companies are investing in two the technical training, which has always been an essential part in IT industry, as intimately as in managerial skills development. Companies now kept aside 3-5% of revenue for training programs. As an example, some of the major(ip) players like Tata Elexi and Accenture are allocating 7% and 3% respectively of the companys overall revenue.TRAINING AND DEVELOPMENT IN HOSPITALITY SECTORPrograms are available for the quest areasFood ProductionFood and Beverage ServiceFront dominanceHousekeepingTRAINING AND DEVELOPMENT IN KPO SECTORWith the expecte d increase in number of employees, training has become the core of KPO industry as sanitary. No matter how much qualified the person is he needs to be trained on processes. As the name itself implies, knowledge, this sector requires high level of functional know-how as well as domain know-how. in that respect is a constant need of well-planned training programs as the work profile requires understanding of market research aims and methodologies. This sector requires behavioral training as well as training to handle stress because of odd working(a) hours. If a person is committed to deliver quality, and is willing to learn with supportive attitude then definitely KPO is the obligation place to work for him. say-so OF TRAINING FOR AN EMPLOYEE IN AN ORGANISATIONCompanies invest quite a fight on the training and development of their employees. On the other hand, there are companies which refrain from investing in training. This is partly because they doubt whether such investmen ts would make back anything to the organization.However, today, most managers in companies appreciate the importance of training and unavoidableness to invest in their employees training and development.Human Resources (HR) departments in companies could play an important role in capitalizing this opportunity and put in place trunks and processes to make training more effective. Here are a few actions that HR could claimLINK TRAINING TO OTHER SYSTEMSTraining is part of the development process. However, development would mean understanding the capabilities of individual employees, identifying gaps and focusing on the right training for the right person. We can see that this leads to linkage of training with recruitment and performance appraisals. Recruitment, i.e., the entry point of an employee in the company, is the best starting point for quest aftering capabilities of employees. Capturing the profile of an employees capabilities at this stage helps the company build on his s trengths and develop them further. Similarly, performance appraisals which are a periodic exercise, give fitting opportunity for organizations to take stock of the capabilities of employees and identify the gaps or the desired capabilities that need to be developed, and which emerge either from the career aspirations of the individual or employment plans of the company.MAKE TRAINING A SYSTEMATIC ACTIVITYAn employee receives a strain from a Manager out of the blue one day, who asks her to attend a training program on communication to be held two long time later. The employee is unprepared. There are other priorities lined up for the week. Suddenly, the employee is having to do her indorsement to either re-prioritize, or re-schedule activities, or, worse still, stretch herself for the next two days to complete some of the high priority assignments in a quicken so that she can attend the training program. All this only leads to the employee sacking to the training program in a totally unprepared ready of mind. A positive and receptive mood, that is necessary for learning, is absent. The time and the money worn out(p) on the program turns out to be a waste.This is a plebeian scenario in many companies treating training programs as one off events to which employees need to be sent. HR can do a lot to take control and make training a lot more of a dogmatic activity. Planning for programs adequately beforehand, preparing the employee with reading material or exercises, send alerts and other communication related to the training at assorted stages before the program-all these would help. In all, planning well in advance, preparing the employee, laying the foundation for an keenness to optimise the benefit derived from the program-all these will help.TRACKING OF TRAINING ACTIVITIESMany companies have metrices such as number of man days of training. Some track them periodically, but most do not. It is necessary to compare the tracking of training to that for compensation. Compensation is tracked meticulously, analysed in depth across departments, levels, functions and so on. The same level of meticulousness, however, is missing in the case of training. Metrices, however, need to be conservatively analysed and presented to the stakeholders periodically, to help them focus their efforts and plan for the training in a systematic manner.FEEDBACK LOOPMeasuring training authorisation has always been a challenge, assumption the fact that the direct correlation between the training effort and results on the job cannot be clearly established. However, no one can renounce that training contributes in a very significant manner to both improvement in the knowledge, skills and performance of a companys employees, as well as the overall business performance of the company.. Such training- performance correlation has been well established, and thus, the best employers worldwide invest significantly and systematically in training their person nel. Notwithstanding the fact that the direct correlation between a training program and improvement in the performance of an employee who has undergone such a training program, is by now indisputable, collecting feedback on the impact will help in fine tuning the efforts made towards training.In this context, there exist three stages of process for collecting feedback on training. Timing is very important here. The first stage is immediately after the terminus of the program. The main objective of this feedback is to get to know how well the trainer delivered the program, the usefulness of the content and effectiveness of the methodological analysis. The second stage would be the collection of feedback thirty days from the completion of the program. The objective here would be effectiveness in retention, and the question to be asked is this are the learnings from the program still retained by the employee?BLEND OF METHODOLOGIESLearning styles differ from one individual to another. To elaborate, the manner of teaching and learning different subjects can vary. What works for a training program on a technical subject may not necessarily work well for a behavioral area, and vice versa. With the leveraging of technology and proliferation of the net learning culture, learning is no longer confined to the traditional manner of training. separately of the methodologies have their respective advantages and disadvantages. A particular methodology may work well in a specific context and not so well in another. The cost would also vary from one methodology to another. It becomes the responsibility of the training personnel to choose the most appropriate methodology for the appropriate organizational context, for a particular subject and for the appropriate audience. quite of trying to choose what works best, one may choose to append two or three options with the same objectives, i.e., learning and improvement in the capabilities of the employees.What would help in e ffective implementation of all the factors mentioned aboveA good and comprehensive training management system. Such a system covers all the areas mentioned above and involves all the stakeholders, employees, managers, HR/training function and the leadership. expert and sanctified personnel to manage the training. It is desirable to have a dedicated team to oversee the training process in a company. However, given the size of companies today, some small ones may not be able to dedicate full time personnel. In such cases, the responsibilities need to be clearly built into that of the HR system of these companies.