Training is the process of learning which involves knowledge acquisition, sharpening of skills, concepts; it changes the behaviour and action of employees towards work and therefore boosts the performance of employees which eventually contributes to high efficiency and quality performance of the organizations. The idea of training and development altered a lot during 1990s and 2000s, contributing to high employee's performance and conference organizations goal. As training involves designing and encouraging learning activities to attain certain degree of performance while development refers to the permanent progress and learning, focusing the attention on the actual employees may need to know or do at some future time. The target of training is on currents job, tasks and responsibilities where as development refers to future job development (David, 1999). With this context training and development is very important to the organizations that aim to have a competitive advantage, high productivity and qulality performance through highly skilled, trained and versatile labor force. As the skilled and trained employees can increase productivety by accomplishing more impressive range of use grater value and efficiency. Likewise the skilled and trained labor force can improve an organization's operative overall flexibility because of their broad understanding of multi skills. This can help the management to present new technology and change production methods. Since it is correctly explained that in today's competive climate reliable production even of technically unsophisticated products advantages from technically advanced equipment operated by way of a workforce with a high level of skills Another important aspect of training and development is that it brings about job satisfaction, staff commitment and inspiration as emplyees should be considered as valued assest, a source of competitive advantage through their commitment, adaptability and quality of skills and performance (Juliana S, 2004).
For employees training is one of the main technique to gain proper knowledge and skills had a need to meet the environmental challenges. Worker training and development can't be just achieved by attending seminars and learning about the latest equipment, it requies proper planing to make a nurturing, supportive work area, where the employees can gain at the maximum and can find out about the latest techniques and methds to meet up with the issues of the quickly changing technology and business operations.
Well trained, certified employees are an asset for the orgnaization as they contribute in determining permanent profitability of the business trhrough their skills. As training is not just for new employees on job and continuous training and development is necessary for individual and organizational performance. The goal of traning and development should be to encourage creativeness, inventiveness and shape the organizational knowledge so the employees can differentiate their company from others and make it unique. It is a fact that none of them of the organizations can hire people who have all the know-how and knowlelge of business operations required for carrying out various functions, it is the systematic process of trainig and development of personel that contributes to the attainment of organizational goals and issues (Jelena Vemi, 2007). According to American Society for Training and Development (ASTD) president and CEO, business is investing more in training and development than previously. Matching to ASTD 1996 companies have noticed that a well trained workforce brings about competitiveness. The greater the organizations want excellence a lot more imminent the employees training becomes. Within the organizations where information is not propagated through training and development lead to little if any performance. (Isiaka Sulu Babaita, 2010). The results of significant training and development have shifted average performers to productive performers as the next diagram shows:
Reasons for emphasizing training and development programs for workers in todays business world includes:
To readily produce a pool for available and adequate replacement of employees who may be leaving or moving up in the organization.
To help increase the company's ability to adopt new and advanced technology because of highly proficient and trained staff.
Training and deveolpent programs plays a part in a more reliable, effective and highly encouraged team, which enhances the company's competitive position and boosts worker morale.
Training and development programs motivates employees to develop a larger sense of self-worth, dignity and well-being.
It ensures enough recruiting for enlargement into new programs.
Training and development help employees to learn how to work with the resources within an approved fashion which allows the organization to reach its desired output.
More over the purpose of staff training and development should not only be attainment of new knowledge, capabilities and skills but it ought to be ensured this program develops entrepreneurship, motivates employees to adjust to new changes regarding to their attitudes and they should be engaged along the way of decision making in order to contribute more to the organizations in the most effective way (Jelena Vemi, 2007)
According to Cascio (1989) training and development is a package consisting of designed programs designed to improve performance at the individual, group with organizational levels. The procedure of training and development in virtually any organization is aimed at handling significant problems, proper evaluation of its contribution to the success and efficiency of the business and an assist in adjusting to work place that can boost the capacity of specific or group in contributing to the attainment of the organizational goals (Isiaka Sulu Babaita, 2010). Training and development programs in an organization business lead to increased production, it reduces the worker turnover, and it improves the employees efficiency resulting in financial gains. The shape shows how training and development programs are interlinked with the business environment, changes and problems, the training process and finally resulting in business quality.
(Source:http://traininganddevelopment. naukrihub. com/training. html )
According to Daniel (2003) training shouldn't be taken as an extravagance or a treatment to train weakened employees, it will not become a group of health professionals who minister organizational ills, but it should act as a realtor of change. Further the training unit should comprehend the strategic guidelines of the organization and its main functions and design and put into action the training treatment accordingly and should move the employees in path incompliance with its core values. In today's circumstance the organizations have recognized the value of training and development and shifted their thinking consequently. It is noticeable to the organizations that training is where skills are developed; behaviour of employees towards are improved, ideas are advanced and organizations are reinvented. Training and learning new skills will improve the sales build effective and effective team, improve the quality, expectations of work and meet a broader selection of objectives hence creates a new organizational culture. Training and development has grown its concerns not only to help individuals to improve their skills, enhance their knowledge, but also helps complete organizations and sub departments expand and develop (Isiaka Sulu Babaita, 2010)
Siemens is one of the leading technology business and one of the most significant electrical and gadgets engineering companies on the globe. Siemens understands the fact that for an enterprise to be competitive, it is important that it gets the right number of individuals with the right skills in the right careers. For this purpose it carries on work force planning that allows it to audit its employees, their skills and identifies the areas where their is a skills difference essential for its goals. As Siemens has a company focused on advancement therefore it must anticipate and respond rapidly to external business environment such as climatic change. To deal with with the climatic changes and other inside business changes Siemens either recruit new employees with the mandatory skills or train the existing employees to develop their skills to be able to satisfy their business requirements. Siemens train their workers either by providing on job training or by off job training. Further siemens has three main development programs for the entry level people who start their jobs with siemens, who are benefited from the training and educational programs to enhance their skills required by the company. These programs are:
Siemens Commercial Academy
Siemens Graduate Programmes
An appraisal system named as Performance management Process is used by Siemens to gauge the effectiveness of its training and development program, this technique helps to target everyone on the expanding needs of the business enterprise. There are many benefits for Siemens in using appraisal. It can
Ensure that training has been used well and to discover the best hobbies of the company
Keep all staff up-to-date in a fast changing business
Make sure that personnel is well motivate
Get feedback from staff on changes
Make sure staff is involved with changes.
Siemens needs determined and well trained personnel that have up to date skills to become competitive, as it comprehends the fact that well trained personnel is an asset to the business therefore provides its staff with a learning environment where they not only enhance their knowledge but also razor-sharp their skills. (http://www. thetimes100. co. uk/case-study--training-development-strategy-for-growth--89-335-1. php)
Nestl is today the world's leading food company, with a 135-yr history and functions in virtually every country on earth. The main parts of Nestl's business strategy and culture will be the development of human capacity in each country where they operate. Learning is an essential part of Nestl's culture. The insurance policy handles recruitment, remuneration and training and development and emphasizes specific responsibility, strong command and a committed action to life-long learning. Nestl's basic principle is that every employee should have the possibility to develop to the utmost of his or her potential. Since it pays off over time in their business results, and that sustainable long-term associations with highly proficient people and with the communities where they operate improve their potential to make regular profits. It is important to give people the opportunities for life-long learning as at Nestle that employees are called after to up grade their skills in a fast-changing world.
Nestle provide different training programs to train its personnel to be benefited of their skills and skills. Therefore the determination to learn is an essential condition to be a part of Nestl. The employees receive on job training. It is the responsibility of the concerned manager to steer and mentor the trainees and ensure the staff makes progress in his/ her position.
Most of Nestl's people development programs believe a good basic education on the part of employees therefore the company provides the employees the possibility to up grade their essential literacy skills. Several Nestl companies have therefore create special programs for many who missed a sizable part of these primary schooling.
Apprenticeship programs have been an essential part of Nestl training where the young trainees spent three days a week at the job and two at college.
As two-thirds of Nestl's employee work in factories therefore they are being trained on the ongoing basis to meet the business needs. Further a number of nestle operating companies run their own home training centers. Local training is the major element of Nestle and practically 240000 employees get training each year. It's the responsibility of the supervisor to provide appropriate and continuous training to the employees, because of this the professionals are also provided training to enhance their coaching skills. (http://www. mbaknol. com/management-case-studies/case-study-of-nestle-training-and-development/)
The methods chosen to train the employees should stimulate the employees to learn, help them retain and transfer what they have discovered and enhance performance with other skills and knowledge. You can find two broad types of training which almost all of the organizations take up to train their new and existing employees:
On the job training
Off the job training
On job trainnig program is perfect for the emplyees who perform their jobs regularly. Its a period saving approach as the employees are along the way of learning while they may be on job. In this type of trainig an idea is developed in what should be the employees trained, to involve the emplyees to get involved actively they must be in produced about the details, in short a plan layout should be communicated. Futher the on job techniques include orientations, job education training, apprenticeships, internships and assistantships, job rotation and coaching.
Off-the-job training is the employee training at a niche site away from the actual work environment. this technique includes lectures, special analysis, films, television conferences or discussions, case studies, role learning, simulation, programmed instructions and laboratory training. (http://www. zeromillion. com/business/personnel/employee-training. html)
Training evalution is the proces of assessing the training program and really should be an integral part of the training program as it checks if the desired results are achieved or not. And ensures wheether the employees have the ability to immplment their learning to the task place or not.
The five main purposes of training analysis are:
It assists with giving opinions to the emplyees defining the goals and linking to learning outcomesof working out program
It helps to ascertain the partnership between obtained knowledge, transfer of knowledge at the task place, and training.
It really helps to control and adjust training program because if working out is not effective, then it can be dealt with appropriately.
It really helps to determine that if the actual effects are aligned with the expected results of the trainig.
It can be concluded that trainig and development programs are essential for all type of organizations and for all employees, as it boosts the skills and knowledge of the employees which ultimately results in high performance and improves organizations output. There major results of training and development programs are that the emplyees who are trained requires smaller super vission than the worker who is yet qualified however, not trained. Training is a source of increasing employees self-assurance in carying out any activity with efficiecy plus more accurcy. Likewise the orgnaizations which spend money on their employees tend to have more productivity and have lower staff turnover. Although training costs money and time but eventually it benefits the organizations with very skilled workforce and high performance resulting in high gains.