Training, Development and Careers in Global Context

  Introduction In the recent past, the nature of the jobs has changed significantly due to the rapid change in the business environment and competitive international market. Therefore, the survival of the job depends not only because of the technical knowledge but also to have a few soft skills to understand business objectives and adapt to existing resources (Satpathy and Patnaik, 2014). Organizations require to have more soft skills in employees like interpersonal skills, project management skills, time management skills, leadership skills, and many more. Employees are the key success factor in any organization. They are mainly responsible for customer feedback, customer satisfaction, quality of products and services and thus maintaining the brand image of the company, utilizing other resources efficiently and effectively, etc. Training and development play a significant role in improving the technical and soft skills of the employees. Outbound training (OBT) is one method ...

  Training can be defined as improving the employees’ skills and abilities to full fill current requirements of the job. It will help employees to do their current jobs most efficient and effective manner (Lynton and Pareek, 2011). Development can be defined as improving the abilities and skills of employees for future job opportunities or carrier enhancement.   This will help employees to take promotions or improve themselves to the next level of the organization (Lynton and Pareek 2011). Training and development have a significant impact to organizational culture. All of the training and development programmes should be planned with the cultural objectives of the organization are also kept in mind (Chris, 2019) What is organizational culture? Organizational culture is the collection of values, expectations, and practices that help to guide and inform the actions of all the team members. Culture is created through constant and reliable behaviour of the workers and it is r...

  Training and development have two different methods namely on the job training and off the job training. Based on the situations, the requirement of the jobs, monetary constraints, and the nature of the businesses, organizations decide which methods they should follow to full fill the requirement of the training. On-the-job training (OJT) is a practical method for improving competencies and skills which are actually required in the job in a real or similar to the real working place. The employees learn about the new job by practicing it and not merely going through lectures and presentations. This training is normally conducted by managers, supervisors, or another knowledgeable senior employee. On the job training process with best practices (Valamis, 2021) Identified the potential trainers - If a new employee is recruited and required to be trained, the first, organization should find a trainer who is willing to share their knowledge and experiences. Normally managers or...

Training and development is a never-ending process of enhancing competencies, clarifying concepts, and converting attitudes of the workers via structured and planned education which can help to improve the performance and productivity of the employees as well as the organization. The process of training and development has a few steps as mentioned below and shown in figure 1.1 (MBA Skool, 2021).   1.      *  Identify the requirement for training and development for individuals or teams 2.      *   F ix specific objectives and goals which need to be achieved 3.     *  Select the methods of training 4.      *  Conduct and implement the programs for employees 5.      *  Evaluate the output and performance post the training and development sessions 6.      *  Keep monitoring and evaluating the performances and again see if more training is required Figure ...

The most important resource or asset in the organization is its people or human capital. According to Armstrong and Taylor (2014), the organization needs to have a human resource with a high and required level of knowledge, skills, and abilities to full fill the goals and objectives of the organization. Implementing an employee training program is an important part of making the most of the human capital, gaining a competitive advantage, and ensuring employee satisfaction. Not only the changes within the organization, external environment including political, economic, social, environmental, and legal changes very frequently. To face these challenges, employees should have proper training and development. Training and development have many advantages and those can be mainly categorized into two parts, individual and organizational level benefits (Bashir and Jehanzeb, 2013). It shows in the following figure 1.1. Figure 1.1 Benefits from training and development ( Bashir and Jehanzeb, ...

  The most important resource in any organization is its people or human resource. To achieve overall goals and objectives in the organization, efficient and effective utilization of human resources is one of the key success factors in the organization. Training and development are one most important functions in Human Resources Management. Everyday importance of training and development increases. Khan et al (2011) explain that the most important factor in the business at present is training hence it increases the efficiency and the effectiveness of both employees and the organization as well. Training can be defined as improving the employees’ skills and abilities to full fill current requirements of the job. It will help employees to do their current jobs most efficient and effective manner. (Lynton and Pareek, 2011) Development can be defined as improving the abilities and skills of employees for future job opportunities or carrier enhancement.  This will help employees t...