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The primary objective of Mantra Training is competence building through training & development. The complexity, uncertainty and turbulence in business environment have exponentially gone up in the recent years. New business challenges continuously unfold and threaten survival and growth of organizations. A successful past is no guarantee of success in future. Successful Organizations learn to master various business challenges and those organizations that fail to adopt and change would die out. IT has revolutionised the world. Human being, with its imagination, conceptual thinking power, creative and innovative activity, remains the greatest of world’s resource. Organisations can no longer treat People as a commodity. Employees need to rethink of their activities in terms of their contribution towards value addition. They are required to understand business environment, competition and organizational approaches to beat competition. They have to realize how their small endeavour can lead to big returns for their organizations.
In this chaotic situation, one of the best tools to address the problem is Training & Development.
Undoubtedly the people can make the difference. We need to prepare the people for accepting the change, learn & apply new techniques & achieve the organizational goal.
It is wisely said that we cannot run business with yesterday’s tools & today’s techniques & still hope to remain in the forefront of tomorrow’s market.
Training & Development facilitates us to change the mindset of the people. It helps to address & strengthen the Will & Skill of the people.
An organization can build competitive advantage over its competitors with better quality of employees with greater amount of dedication to the organization.
To give their best to the organization, employees must be given all opportunities to explore their hidden talents. In the past, there were lesser individual and organizational reasons for Training & Development while there is hardly any substitute for it today. A major task, therefore before the Chief Executive Officer and change agents (HR Professionals) is how to create a learning culture in the organization.
Prerequisites for introducing T & D
Top Management’s Commitment : Top management need to express it loud and clear to the staff & line managers that any time & efforts spend on the T & D activity shall be treated as investment.
Developing Organizational Strategy : The organization’s vision, mission and strategy have to be redefined accordingly. The top management must set long and short-term goals.
Changing the Organizational Structure: A new structure has to be redesigned so as to remove the entire bureaucratic hurdle and facilitate the employees to have access to the learning at any time any where.
Use of Information Technology: IT can play a major part in effective implementation of T & D system. At the same time, IT gives power to seniors to monitor organization wide performance.
Creating a Culture of Learning Organization: The objective is to make people compulsorily aware of new realities of the organization, their individual role, and new culture. It is also important to facilitate employees to understand the philosophy of Training & Development.
Auditing: Last but not the least, the organization must conduct regular studies to examine the effectiveness of Training & Development and take corrective actions.
TRAINING & DEVELOPMENT
Each moment of our life teaches us some or the other thing. Even last breath of our life teaches us, what is the pain of death? Thus, Training & Development is a continuous process.
Generally, there could be four stages approach in Training & Development :
Identification of the training need : The first & foremost action is to identify the need. Who is to be given what type of training?
Selection of tool & facilitator/faculty : Qualified & competent faculty/facilitator with all the necessary tools & techniques can deliver the expected result.
Implementation of training session/development activity: Necessary care is to be taken for appropriateness of time, duration, physical & psychological condition of the participants, environment, etc.
Evaluation of training and development activity : Without measuring the resultant change in the system, process, behavior & approach of the people, cycle of the T & D activity is not over.
Transfer of Knowledge : The least but not the last expected result from t & D exercise is expected that the knowledge gained by the trainee should be transferred to other colleagues.
If all of them are addressed carefully & effectively, the result could be remarkable. |
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