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employees. And for those few companies that actually do, their training productivity needs to be improved. Usually, companies conduct some training sessions for their new employees to familiarize the latter with their corporate procedures, policies and culture. This may be done by an older employee who shows a new employee around an office or workplace. Some companies, particularly in highly competitive industries, conduct employee orientation that may take weeks and even months. Within the duration of this training, the trainee is taught the company's products, processes and competition. Generally, these companies believe that these sessions will eventually lead to an impressive performance from the employees. It is therefore, unfortunate that this viewpoint is not shared by several other companies. According to a report by the American Society for Training and Development, budget for training per employee did not reach $1,500 as of 1996. This reflects the fact that several companies are hesitant to spend even one centavo in training since the results that they initially got from these did not work to their advantage. This is especially true for companies that are experiencing high turnover rates. This is where training metrics come in. With the identification of the essential training metrics, companies would be able to ensure that the training programs they implemented will lead to significant return on investment (ROI) on their part. The employment and designation of effective Human Resource personnel is a crucial contributor to making training programs productive. These people should be able to design the necessary training programs that employees will need for career development. They should also be able to provide venues for employees to hone their existing skills and develop new ones that will help them qualify for higher positions in the organization. Several studies show that employees become more motivated when they see a lot of training and development opportunities within the workplace. In the same way, high employee satisfaction shows a direct correlation with productivity. It needs of organizations are not constant. They will vary because of the difference in size, goals and nature of these companies. A number of factors would have to be considered in assessing the training needs of an organization. Some of these may include the pace of technological and organizational change, the increasing number of related jobs in similar fields, complexity of the working environment and the need to acquire new skills. HR personnel who are tasked as training managers should be able to prepare training sessions that are conducted either on site or in training classrooms. They should also prepare all the materials needed to help
leadership skills and critical thinking throughout your organization. These training videos. PERSONAL DEVELOPMENT TRAINING A focus on personal development training can foster confidence. CD-ROMs. Thorough planning and careful implementation of career development programs will surely reflect high training productivity. Many of these programs will be valuable additions to your outplacement strategies. So what's an organization to do to ensure employee training transfer to the workplace? . MAKE TRAINING AND DEVELOPMENT WORK How much money did your organization invest last year in training and development that failed to provide the results you sought? You are not alone if employee training classes rarely resulted in the transfer of immediately useful information to your workplace. These specialists should likewise be able to respond to skills development requests from both corporate officials and skilled workers. developing your personal style…and much more. Business operations are challenging and employees should be able to rise to the challenge. time management.achieve training objectives. These personal development training programs will help your employees and managers to become more effective and successful. organization and planning. books. goal setting. Personal development training programs include the following topics: promoting yourself. They should also regularly consult with on site supervisors in order to identify areas where employees could improve through skills learning and development. we can all become more effective in our work and relationships. Real employee behavioral change. A dynamic business should have employees who want to learn and expand their horizons. From communications to goal setting and time management. creativity and innovation. based on the training content. is even harder to demonstrate in most organizations. making yourself indispensable to your organization. Discouraging? You bet. audiotapes and self-study programs will enable your employees to fulfill their personal development goals and meet their performance improvement objectives.
Make sure the need is a training and development opportunity. their application will result in measurable differences to your bottom line performance. ability. and interest fit? • Create a context for the employee training and development. You can enhance the impact of the training even further if the employee sees the link between the training and his ability to contribute to the accomplishment of the organization's business plan and goals.You can create a training and development support process that will ensure that the employee training you do works. Make certain the employee understands the link between the training and his job. Do thorough needs and skills analysis to determine the real need for employee training and development. The second article explores actual processes and activities within the employee training session that help people obtain useable skills for workplace application. You can make training and development more effective within your organization. These ten suggestions and approaches will make your employee training more effective and transferable. The third article helps your organization support people as they training and use the information in your real-time workplace. skill enhancement. Make sure the opportunity you are pursuing or the problem you are solving is a training issue. Provide information for the employee about why the new skills. or information is necessary. This article is the first of a three-part series about making employee training transfer to the workplace and produce the results you need for your organization. . determine whether you have provided the employee with the time and tools needed to perform the job. • If the employee is failing in some aspect of her job. consider whether the job is a good skill. Does the employee clearly understand what is expected from her on the job? Ask yourself whether the employee has the temperament and talent necessary for her current position. CREATING TRAINING STICKINESS BEFORE THE EMPLOYEE TRAINING SESSIONS You can do the following in advance of the employee training session to increase the likelihood that the training you do will actually transfer to the workplace.
the employee knows exactly what he can expect from the training session and is less likely to be disappointed. • Provide training and development that is really relevant to the skill you want the employee to attain or the information he needs to expand his work horizons. Whenever possible. Design or obtain employee training that has clearly stated objectives with measurable outcomes. The employee will regard the training session as mostly a waste of time or too basic. his complaints will invalidate potential learning. You may need to design an employee training session internally if nothing from training providers exactly meets your needs. Public Sector Banks In India . It will assist the employee to want to look for relevant information to apply after the session. • Favor employee training and development that has measurable objectives and specified outcomes that will transfer back to the job. If you work in an organization that invests in a selfdevelopment component in the appraisal process. With this information in hand. It is ineffective to ask an employee to attend a training session on general communication when his immediate need is to learn how to provide feedback in a way that minimizes defensive behavior.It's also important to provide rewards and recognition as a result of successful completion and application of the training. make sure the connection to the plan is clear. (People like completion certificates. One company I know lists employee names and completed training sessions in the company newsletter. Or. for instance. Ascertain that the content leads the employee to attaining the skill or information promised in the objectives. connect the employee training to the employee's job and work objectives. seek out providers who are willing to customize their offerings to match your specific needs. He will also have ways to apply the training to the accomplishment of real workplace objectives.) This contextual information will help create an attitude of motivation as the employee attends the training.
Oriental Bank of Commerce (OBC). Bengal Central Bank Ltd. This Public Sector Bank India has implemented 14 point action plan for strengthening of credit delivery to women and has designated 5 branches as specialized branches for women entrepreneurs. Camilla Union Bank Ltd. (1922) and Hooghly Bank Ltd. (1914). was formed in 1950 with the amalgamation of four banks viz. 1969. (1932). in the Public Sector Banks. OBC is implementing a GRAMEEN PROJECT in Dehradun District (UP) and Hanumangarh District (Rajasthan) disbursing small loans. a Government of India Undertaking offers Domestic. Camilla Banking Corporation Ltd.. Its predecessor. .Among the Public Sector Banks in India. (1918). United Bank of India is one of the 14 major banks which were nationalized on July 19. the United Bank of India Ltd. NRI and Commercial banking services.
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