Detailed definition of training

Effective training and development programs aimed at improving the employees’ performance. Training

refers to bridging the gap between the current performance and the standard desired performance.

Training could be given through different methods such as on the coaching and mentoring, peers

cooperation and participation by the subordinates. This team work enable employees to actively

participate on the job and produces better performance, hence improving organizational performance.

Training programs not only develops employees but also help an organization to make best use of their

humane resources in favor of gaining competitive advantage. Therefore, it seems mandatory by the firm

to plan for such a training programs for its employees to enhance their abilities and competencies that

are needed at the workplace, (Jie and Roger, 2005). Training not only develops the capabilities of the

employee but sharpen their thinking ability and creativity in order to take better decision in time and in

more productive manner (David, 2006). Moreover it also enable employees to deal with the customer in

an effective manner and respond to their complaints in timely manner (Hollenbeck, Derue and Guzzo,

2004). Training develops self efficacy and results in superior performance on job (Svenja, 2007), by

replacing the traditional weak practices by efficient and effective work related practices (Kathiravan,

Devadason and Zakkeer, 2006). Training refers to a planned intervention aimed at enhancing the

elements of individual job performance” (Chiaburu and Tekleab, 2005). It is all about improving the skills

that seems to be necessary for the achievement of organizational goals. Training programs, may also

help the workforce to decrease their anxiety or frustration, originated by the work on job (Chenet al.,

2004). Those workers who feel themselves to be unble to perform a task with the desired level of

performance often decide to leave the firm (Chen et al., 2004), otherwise their stay at frim will not dd to

productivity (Kanelopoulos and Akrivos, 2006). The greater the gap between the skills necessary and

those possessed by the workforce, the higher the job dissatisfaction of the workers. Rowden (2002),

suggest that training may also be an efficient tool for improving ones job satisfaction, as employee

better performance leads to appreciation by the top management, hence employee feel more adjusted
with his job. According to Rowden and Conine (2005), trained employees are more able to satisfy the

customers and (Tsai et al., 2007), employees who learn as a result of training program shows a greater

level of job satisfaction along with superior performance. Due to fast pace global and technological

development the firms are now facing new changes as well as challenges. Technological advancements

have moulded the need of capabilities and competencies required to perform a particular tasks. Thus, to

cope with these challenges, more improved and effective training programs are required by all

corporates. Effective training programs helps in constructing a more conducive learning environment for

the workforce and train them to cope with the upcoming challenges more easily and in time (Wei-Tai,

2006)
Activities Involved In Training Programme In IBM

In 1999, IBM launched Basic Blue for Managers. It has been used as the core training program for new

managers worldwide and is a comprehensive, enterprisewide example of IBM’s first blended learning

initiative. It has had a profound impact throughout the IBM corporation and throughout the learning

industry. Several fundamental learning models and practices launched as part of this initiative have been

leveraged for other programs in IBM. The Basic Blue program helps new managers build skills that are

necessary to promote change, align behavior with new corporate strategies, reduce bureaucracy,

emphasize customer focus and inspire the highest employee performance. Basic Blue is a three-phase

approach to management and leadership development. This learning solution for new IBM managers

offers the optimum blend of learning methods through its three phases: Phase I—The purpose of Phase I

is to immediately bring critical management/ leadership information to the new IBM manager via a

combination of e-learning, simulations, in-field experiences and second-line coaching. Phase II—In this

phase, employees increase management and leadership skills and build upon the knowledge gained in

Phase I through a five-day, face-toface, experience-based workshop. Phase III—Employees continue via

e-learning and on-the-job training, similar to Phase I, to apply concepts that have been learned.

Participants have the opportunity to collaborate with peer managers while practicing and reinforcing

skills by applying them on the job. In 2003, IDC ranked IBM as the world’s largest IT training provider.

IBM develops comprehensive, flexible portfolios of technical training and education services designed to

enable its IT professionals to acquire, maintain and optimize mission-critical IT skills. IBM technical

employees, as well as technical employees from our clients, partners and suppliers, can plan their skills
development or certification via technical roadmaps. These roadmaps include opportunities for

classroom and blended learning. For example, a roadmap may include the following elements: • Online

courses (some with online labs) • Reference books or certification preparation guides • Online pretests

• Self-paced virtual classes • Mentoring • Boot camps (including self-paced, pre-study and certification

exams) • Advanced classroom-based, instructor-led offering. Through the IBM Global Campus, an

internal learning portal, employees can search the worldwide IBM course catalog, enroll in e-learning or

classroom courses, and start e-learning courses. IBM continuously invests to upgrade the technical skills

and expertise of its employees. In hot skill areas alone—including Linux, wireless and business

integration—IBM is targeting US$200 million to build the expertise of more than 100,000 employees in

2004
Method Used In Training Programme In IBM(Using Software For
Training And Development)

Recognizing that providing a smooth “on-boarding” experience is a financially wise, critical

foundation for long-term human resource retention and development, IBM created a new
employee learning program called IBM Connections. The goal of this learning empowerment
program is to bring new hires to class for collaboration and networking, rather than having them
gather for a less-than-engaging lecture. This yearlong learning continuum provides a blended e-
learning program to new employees, in order to maximize employees’ success in their first year.
In the first two to three months, e-learning modules offer basic information about the
organization, help new employees complete administrative tasks related to working at the
company and give insight into the organization and how it functions. Then a half-day of training
explores employees’ past successes and frustrations, and helps them develop strategies and
action plans for success. Other unique components include executive communications, manager/
employee conferences, change-management discussions, follow-up planning sessions, and on-
the-job coaching and mentoring support. These learning activities help to set employee skill
development in motion, cultivate initiative and harness efforts to the corporate mission.
Individual development planning It’s not enough to simply train an employee. Crafted individual
learning activities designed to focus on an employee’s development ensure company loyalty and
motivate employees toward greater productivity. This is the objective of IBM’s Individual
Development Planning (IDP) program—employees define career goals and aspirations, including
activities that enable them to grow toward those goals and meet those career opportunities. The
IDP process begins by focusing employees on their current roles and responsibilities so they can
then determine appropriate learning activities to achieve their performance objectives.
Employees also review corporate and business unit strategies to understand how their roles
contribute to those strategies. Manager-employee discussions may lead to suggested learning
activities, such as Web-based instruction and information, computer-based training, mentoring
with a more experienced employee, shadowing activities to learn about different roles and
business areas, work assignments to apply learning or increase experience, and team-based
activities to gain insights from collaboration. Employees also access a Web-based personal skills
assessment tool that gives them a benchmark of what skills and skill levels they should have for
their current positions and for their future career goals.
Recommendation On The Most Effective Training Method For An Organisation With Clear Justifications

In an increasingly on demand business environment, learning will continue to be a critical

enabler of change at IBM. The focus on growth and innovation for our business will require an
ongoing alignment of our learning initiatives to business priorities. It will also require that we
implement cutting-edge design and delivery approaches along with the application of new
technologies to learning, so that we can enhance the productivity of our increasingly mobile and
flexible workforce. And it will require that we orchestrate the change through a governance
model that ensures consistency when needed, while providing appropriate levels of autonomy.
The next step for IBM is the implementation of an on demand workplace for its 320,000
employees. This employee portal environment will integrate mainstream applications with
relevant learning for key client-facing roles. This will enable IBM employees to learn more
seamlessly while working. It will also require a culture that continues to promote ways for our
employees to be both consumers and creators of learning and knowledge, enhancing the learning
culture that drives organizational performance. For IBM, learning is embedded in our DNA. It is
essential to IBM’s success today and into the future. IBM will continue to invest in effective
learning programs that deliver business value, while at the same time driving innovations in
learning to advance the learning industry. Alright, so we know that eLearning can help you save a
great deal of money on constructing and putting your company’s various training programs into practice,
as well as increase their effectiveness, but how exactly does this happen? What are the actual
advantages of using eLearning in place of conventional training and testing methods? E-Learning
Improves Performance and Productivity.People are always looking for opportunities to grow.
Online training allows employees to quickly get up to speed on new processes. One major
complaint about traditional training methods is that the time consuming nature of the programs
takes away from valuable time that could have been spent on other work. With training
management systems, employees can participate in their online courses at any time—including
at home or during down time at work—so learning doesn’t have to conflict with other important
or time-sensitive job tasks. Online training platforms also allow employees to revisit key
information right when they need it.E-Learning Is Convenient and Flexible.E-learning means no
boundaries. One of the key advantages of e-learning is that employees have the ability to
participate in online courses from anywhere with an internet connection. This eliminates a lot of
energy spent coordinating where and when a course will take place. Gathering a whole team of
employees together in one place is never easy, and never efficient. E-learning gives both
management and employees more flexibility to complete important “just-in-time” training as
requirements change.E-Learning Allows Timely Feedback.Employees are able to get real-time
feedback during an online training course. And because everything is connected online,
management can also get up-to-date analyses on how courses are performing, and they track
the progress of individual employees. Another bonus for management? No manual evaluations
of coursework. If you want to include quizzes in your training, all course authors need to do is
provide the correct answers, and the learning management system can automate the grading
and evaluation.E-Learning Provides Easy Access to Information.We all know that referring back
to sloppy hand-written notes taken during training sessions is not the most effective way to
retain information. Online training helps take paper out of the equation altogether. E-learning
materials are stored online, so employees can access important resources any time they
encounter a question or difficult situation. And really, isn’t that the point of the training
anyway?E-Learning Improves Retention.E-learning companies get the opportunity to create fun
and engaging training courses through the use of videos, interactive slides, and even games.
These intriguing courses lead to better results by helping employees retain more of the
information learned.E-Learning Personalizes the Training Experience.Not every employee
learns the same way. Even though the course material is consistent for all users, e-learning
allows each individual learner to control the pace of the course. Because of the flexibility e-
learning provides, users can also take the course in an environment more conducive to their
learning style.The advantages of e-learning are plentiful. But here’s where businesses may be
the most interested: the bottom line. E-learning helps companies create a higher quality, more
effective training experience for employees, at a more affordable cost. When employees can be
more excited about training, their engagement carries over into the rest of their work, and when
that engagement is multiplied across entire departments, the bottom line is impacted. A
company’s ROI might be the most surprising—and most apparent—advantage of online
learning.
Conclusion

Training plays vital role in the building of competencies of new as well as current employees to
perform their job in an effective way. It also prepares employees to hold future position in an
organization with full capabilities and helps to overcome the deficiencies in any job related area.
Training is considered as that sort of investment by the firm that not only bring high return on
investment but also supports to achieve competitive advantage. Employees referred as the rare,
non-imitable and valuable resource of the firm and the success or failure of any business mainly
relies on its employees performance. Thus, organizations realizing the fact are willing to invest
in training programs for the development of their employees. Effective training is considered to
be a key factor for improved performance; as it can enhance the level of employee and firm
competency. It supports to fill the gap between what performance if required and what
performance is happening, i.e. gap between desired performance and actual employee
performance. Training need referred to any deficit in performance, which can be relieved by
appropriate training. There are different methods of overcoming deficiencies in employee
performance on job, and training is one of them. Particularly training develops skills,
competency, and ability and ultimately improves employee performance and organizational
productivity. Training programs is the stimulant that workers require to improve their
performance and capabilities, which consequently increase organizational productivity.
Therefore, training should be designed on the basis of firm specific needs and objectives.
Effective training is the thoughtful intervention designed at attaining the learning necessary for
upgraded employee performance. Employees referred as the rare, non-imitable and valuable
resource of the firm and the success or failure of any business mainly relies on its employees
performance. Thus, organizations realizing the fact are willing to invest in training programs for
the development of their employees. Effective training is considered to be a key factor for
improved performance; as it can enhance the level of employee and firm competency. It supports
to fill the gap between what performance if required and what performance is happening, i.e. gap
between desired performance and actual employee performance. Training need referred to any
deficit in performance, which can be relieved by appropriate training. There are different
methods of overcoming deficiencies in employee performance on job, and training is one of
them. Particularly training develops skills, competency, and ability and ultimately improves
employee performance and organizational productivity. Training programs is the stimulant that
workers require to improve their performance and capabilities, which consequently increase
organizational productivity. Therefore, training should be designed on the basis of firm specific
needs and objectives. Effective training is the thoughtful intervention designed at attaining the
learning necessary for upgraded employee performance.