Training and Development Strategies

1. TRAINING & DEVELOPMENT STRATEGIES Lijoe Mathew Sini Rajan S4 MBA MACFAST,Tiruvalla

2. TRAINING AND DEVELOPMENT Training and development is vital part of the human resource development. It is a subsystem of an organization. It ensures that randomness is reduced and learning or behavioral change takes place in structured format.  Training and Development refers to the process to obtain or transfer knowledge, skills and abilities needed to carry out a specific activity or task.

3. Training(today……) “ An organization’s planned efforts to help employees acquire job-related knowledge, skills, abilities, and behaviors, with the goal of applying these on the job.”

4. Development(tomorrow….) “ Learning that goes beyond today’s job and has a long term focus, so development is Strategic Training”.

5. Objectives of Training and Development Improving quality of workforce. Enhance employee growth. Prevents obsolescence. Assisting new comer. Bridging the gap between planning and implementation. Health and safety measures

6. Difference between T&D Training Development Focus Current Job Current and future jobs Scope Individual employees Work group or organization Time Frame Immediate Long term Goal Fix current skill deficit Prepare for future work demands

7. strategic training and development process

8. Strategies for Effective Human ResourceTraining and Development in 21st. Century The main focus is how to link HR with business strategies. The corporate training must be understood in terms of paradigm shift that is taking place in Indian Industry. Three factors have added new dimension to the need for training in all industries , they are 1) Liberalization 2) Imbalance in demand and supply of professional talent 3) Growing expectation of employees regarding their professional and personal development. Training is an effort into immediate position while development is an effort directed towards growth.

9. Training and development as a strategy for growth A Siemens case study Siemens is a leading technology business and one of the largest electrical and electronics engineering companies in the world. It employs over 20,000 people . The company designs and manufactures products and services for both industrial customers and consumers. It operates in three main sectors: In industry, Siemens develops systems for transport,  In energy, Siemens' work is wide-ranging. It makes systems for transmitting and distributing power for power companies  In healthcare, it specializes in equipment to help medical diagnosis, such as MRI scanners and imaging technology.

10. To keep its world-leading position and grow in a competitive environment. Siemens aims to deliver quality products and services. Siemens manages its ongoing need for skills through training and development. Identify the need for Training Training 1 2 Evaluation of T & D Developments 4 3 Steps taken by Siemens to keep their leading position

11. Benefits that Siemens can attain through training and development Flexible adaptable employees take on new roles and technology Improving productivity and earning more revenue Long-term employee commitment Attractive to future employees Employee confidence, motivation and job satisfaction

12. CONCLUSION Training and development, has its strategic positioning and it directly contributes towards organizational business goals and objectives. Training and development helps the growth of a business. Training and development cannot be disconnected from the business activities of the organizations Training and development improves efficiency and productivity of employees and lead the organization towards success.