Role of Training In Organizational Growth


Aishvarya Chaudhary

etc. HPT. 2 . y Describing the reason for the growth of training & development.Unit Objective :y Understanding the role of training in a learning organization. y Explaining the need for training. y Explaining the role of training in leadership.

y But with the changing trends in business process. . knowledge & capacity to earn competitive advantage which thus helps them to acquire opportunities & adapt a flexible marketable behavior 3 & learn new skills of working. organizations are becoming learning organizations that regularly conduct training programmes for continues upgrading of employee skills & core competencies. most organizations do not plan for training & development programmes for its personnel as the number of employees is not high & the organization does not consider making any investment in training. y While training is given to employees that they can add value to organizational functions & become significant contributors to the success of the organization.Role of Training In Learning Organization :y In early stages of being set up. y Today. an organization needs to develop its employees· skills.

organizations have gained competitive advantage. Development of psychological relations between worker & organization. 3. 4 . Trainers should analyze information from the external & internal environment of the organization so that the right technique can be employed for training employees & upgrading their skills. when an employee works in an organization. 4. After gaining the required qualification in any field. it is necessary to update oneself with the latest knowledge & technology on a regular basis. Dynamic Environment. Learning process for employees. By creating competitive & highperformance management systems. 2. he/she gains knowledge of marketable skills through training which help him in his/her career growth. Market Competition.Reasons for the growth of Training & Development :1.

Further they are trained in a manner that there is every chance they will be promoted in the organization. is an important tool through which the HR Grand Strategy can be employed in an organization. The main task of this is to collect the resources of quality individuals so that the organization can achieve its goals & objectives in a specialized manner. 5 . Thus training.Role of Training in HR A Grand Strategy :y HR grand strategy is a process by which individuals with superior y y y y abilities & skills are recruited by an organization. Training is provided to individuals in order to improve & sharpen their skills & knowledge.

Thus helping perform better along with improving the potential for future assignments. 3. Give situation. Influencing others to move ahead. 4. Influencing the behavior of individuals within an organization. Leadership development implies that there will change in the knowledge& behavior of those leaders who are participating in a programme that is conducted by the organizations for developing managers & equipping them with the better knowledge & skills. 2. 6 . Giving individuals a vision for the future. a given group & for a predetermined period of time. 5. Direct individuals to attain the tasks assigned to them.Role of Training in Leadership Development:Development: Following are some of the important features of Leadership :1.

Implementation 5.Role of Training in High-Performance Team :HighHPT professionals use a technique called instructional system design (ISD) while developing a training programme. Development 4. ISD consists of 5 steps. Analysis 2. which are as follows :1. Design 3. Evaluation 7 .

it essential to apply it practically for achieving better results. 8 . y Training gives solutions to queries in an effective way if the goal is :1. To transfer leadership or management skills to new employees when old ones retires. Training works as an element of relating or transferring knowledge to the upcoming generation of executives & helping them sustain competition. To enhance the development of those technical & managerial skills which are generally neglected. To downsize the old staff & create opportunities for junior executives to grow & enhance their skills & work towards betterment of their career. 2.Role of Training in Knowledge Retention:Retention: y After gaining adequate knowledge from training programmes. 3.

9 . Balancing Current performance & future needs of knowledge. Target training of employees for the future of the organization. 3. Use of effective training method. Realizing the role of trainers in preserving organizational knowledge.Contd.Role of Training in Knowledge Retention:. 2. 4. Retention: Following are some of the principles that support knowledge retention needs :1.

. Which represents the revolutionary phase of the organization over a period of time.· y In order to minimize these problems an organizational growth model was developed by Larry Greiner. in next slide) y The top of the growth curve represents the various styles of management as ¶E·. which represents the evolutionary phases of an organization. y The new phase of the organization starts at 1E & it grows upwards if the manager of the organization work according to plans of the 10 organization. y The bottom of the curve of the growth model represents the various problems of the management as ¶R·. (Fig. ¶ An Organization has periods of evolution where there are prolonged periods of growth without major crisis & that there also are periods of revolution which are reactions to turmoil & each evolutionary period creates its own revolution.Greiner·s Organizational Growth Model :y According to Greiner.

Greiner·s Organizational Growth Model :Organizational Growth (No of employees & money) 5 F Collaboration 5 R Another Crisis 4 E Coordination 4 R Red Tape Crisis 3 R Control Crisis 3 E Delegation 2 E Direction 2 R Autonomy Crisis 1 E Creativity 1 R Leadership Crisis Time 11 Organizational Growth Curve .

Te directing function acts as a connecting link between the managerial interaction among superiors & subordinates. Autonomy crisis is also known as succession crisis. 1 R :Leadership crises 2 E : Direction 2 R: Autonomy crisis 3 E: Delegation 3 R : Control Crisis 12 .Evolotionary & Revolotionary Phases of the Organization :Evolutionary Phase (E) & Revolutionary Phases (R) of Growth 1 E :Creativity Description of Phases Some organizations are small in size because of which their communication system may not be up to date. An organization may face a leadership crisis when the entrepreneur cannot shoulder all the tasks & responsibilities. Controlling is concerned with the attainment of organizational objectives with the help of regulating individual subordinate·s performance. When the workload is high then it is the responsibility of the entrepreneur to delegate some jobs to qualified & experienced managers. the employees work harder & for longer hours in order to achieve the planned objectives. In the process of creativity.

To avoid the situation of red tapism the managers must olve the problems of the employees in an effective manner. In order to minimize the problems employee-oriented activities were developed in order to save them from fatigue & reenergize them 13 .Evolotionary & Revolotionary Phases of the Organization :Evolutionary Phase (E) & Revolutionary Phases (R) of Growth 4 E: Coordination 4 R: Red-tape crisis 5 R: Another crisis Description of Phases Individual efforts must be integrated & synchronized in order to attain common objectives.

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