Investing In Training And Development Analysis

Investing in training and development has often been considered one of the most important roles of HR department as it helps the employees of an organization to stay relevant in the modern dynamic environment. Training in organizations has historically been synonymous with classroom training with case based discussions. Though they are still relevant in modern organizations, it is increasingly being noticed that class room training is being viewed as boring or one sided. Also, years of schooling and college might send out signals of vexation and incredulity at the very mention of a classroom. So the sustainability of the skills learned in classroom over a period of time in an organization is under question. Thus this report aims to understand
It is the same approach with all the trainees which makes the trainees questions the whole relevance of the training work. Often the trainees end up wondering the whole point of the training sessions. Training should be about bringing together the organization’s needs and the individual needs of the employee together so that the outcome of the training evolves from within the trainee to contribute better for self attainment, leading to increasing organizational efficiency. The whole modern concept of training is not to discontinue the traditional methods of learning. It is to leverage the learning out of traditional methods using modern means and technologies. This has made many organizations come out with traditional training programs using modern technologies like mobile based learning, game based learning, and socialization of the trainees experience. This meant that the changing paradigms of learning methodologies like learning through social media, YouTube, Wikipedia are being leveraged by organizations to improve reach to the
Electronic Records Management Training at the European Investment Bank has made use of the non commercial and customized training program to come up with ‘The EIB Training program’. This training program looks like traditional training program at face value with full day training and giving the trainees access to online and phone based help. However, the method of administration of this training program, which was devised in consultation with all the stake holders involve that made the difference. The program was software driven and periodically revised based on the feedback provided during the course of the training and the trainers made sure not to complicate the training process. Periodic refresher training courses were help so that the knowledge of training given remains relevant. This helped ensure higher employee motivation towards training and thereby increasing the voluntary employee