Professional Documents
Culture Documents
(g)Reduced employee turnover – staff are more likely to feel valued if they
are invested in and therefore, less likely to change employers. Training and
development is seen as an additional company benefit. Recruitment costs
therefore go down due to staff retention.
(iii) form the basis for identifying the coaching, mentoring and counselling
needs for individual staff members to be provided by the senior and more
experience staff member.
(b) Understand the job role within the wider context of the
organisation.
(e) Employees can also identify their weakness and strengths and
self- evaluate that what further needs to be developed. In so doing
employees also find an opportunity to formally discuss their role,
opportunities for further progression.
(b) Training and development practices can further ensure the employees
that they are being valued by the company that is the reason the company is
making investments in their development.
(c) Successful training and development provides the employees with sense
of ownership of their job role while taking pride in their performance. The results
are higher productivity, efficiency and satisfaction rates.
6.1 Training and career development are very vital in any company or
organization that aims at progressing. This includes decision making, thinking
creatively and managing people. Training and development is so important
because-
6.4 It Helps employees develop their knowledge, skills and abilities so that they
might become better qualified to perform the duties of their present jobs and
advance to more responsible positions.
6.5 Training and development provide for the development of managers and
supervisors capable of organizing and developing effective management systems
for the accomplishment of each State agency’s goals and objectives.
6.7 Prepared employees to deal more effectively with growing social, scientific
and economic problems faced by government by making use of advances in
professional and vocational knowledge and technology.
3. What is the scope of training and development ?
(a) At the level of all individuals There are some training needs, which
may cover everyone in the organization. For example, where the
development and survival of a business depends on a much greater
willingness on the part of its managers and work-force generally to accept
change, or where the whole business is moving to a new site. In the present
times of disinvestments of PSUs, computerization and corporate
restructuring, many organizations undertake the exercise of imparting
training to everyone in the organizations. Every individual has to relearn
newer skills to work in newer environment. Example of BALCO
disinvestments, computerization of SBI are some of the typical examples.