Socialization
Training & Development Creates Skilled & Knowledgeable Workforce: A Multi Level Case Study based on an Emerging Economy.
Abstract
Today’s businesses are thriving for adapting with ongoing changes that require accumulating new knowledge and skills as a means of knowledge innovation; and transferring this knowledge to workplace by the fact of increasing skills for an effective and efficient workforce in order to remain competitive in market and to make sure the business sustainability. Training and development is recognized as such a tool that joints the concept of “Knowledge Management” and “Change Management” of an organization in a same point of argument for coping with recent faddy phenomenon. Its (Training & Development) ability to create knowledge and translate it into skill fosters an organizational performance. Therefore, investing in training and development ensures high return, theoretically. In contrary, the scenario of real world would be different as a lot of contextual factors involved in training and developing activities that cannot be judged properly without empirical evidence. By considering this fact, this project, however, attempts to emphasize the similarities and dissimilarities between the real practice of training and development and theoretical perspective of viewing training and development. New opportunities and limitations both have been found as a conclusion of data analysis. This paper employs a judgmental approach to multi level case study in demonstratating a broader perspective of viewing the role of training and development in creating skilled and knowledgeable workforce in an emerging economy.
Introduction:
Knowledge and skills of an organization’s workforce have become an increasingly important issue among the scholarly quire for their ability to foster organizational performances, competitiveness and innovation (Lawler, Mohrman & Ledford, 1998; Martocchio & Baldwin, 1997). Workplace learning and
Abstract
Today’s businesses are thriving for adapting with ongoing changes that require accumulating new knowledge and skills as a means of knowledge innovation; and transferring this knowledge to workplace by the fact of increasing skills for an effective and efficient workforce in order to remain competitive in market and to make sure the business sustainability. Training and development is recognized as such a tool that joints the concept of “Knowledge Management” and “Change Management” of an organization in a same point of argument for coping with recent faddy phenomenon. Its (Training & Development) ability to create knowledge and translate it into skill fosters an organizational performance. Therefore, investing in training and development ensures high return, theoretically. In contrary, the scenario of real world would be different as a lot of contextual factors involved in training and developing activities that cannot be judged properly without empirical evidence. By considering this fact, this project, however, attempts to emphasize the similarities and dissimilarities between the real practice of training and development and theoretical perspective of viewing training and development. New opportunities and limitations both have been found as a conclusion of data analysis. This paper employs a judgmental approach to multi level case study in demonstratating a broader perspective of viewing the role of training and development in creating skilled and knowledgeable workforce in an emerging economy.
Introduction:
Knowledge and skills of an organization’s workforce have become an increasingly important issue among the scholarly quire for their ability to foster organizational performances, competitiveness and innovation (Lawler, Mohrman & Ledford, 1998; Martocchio & Baldwin, 1997). Workplace learning and