nahrs Training for the organisation

FOR IMMEDIATE RELEASE
Vasant Kunj, Delhi, India, Republic of (Free-Press-Release.com) January 16, 2012 -- Training

New Delhi (Monday, January 16, 2012) Training is an age old tradition of imparting knowledge, skills and attitude where the student surrenders himself to the master and the master polishes, shines and smoothens the rough edges of his student. Training in its modern form is no less than what it was ages ago with some differences. There is no ashram but short term courses, as short as half a day, done in comfortable surroundings like hotels, etc. The masters are called trainers who train not by setting an example but sharing experiences and concepts that are contemporary. Trainers compete with each other to go beyond “me too services” and provide new concepts.

However, in my personal opinion, the two factors due to which training is not usually effective are the duration and context of the training. We see a plethora of open house training programs and amusingly on topics like “Building Effective Teams” with 1-2 people each drawn from 20 different organisations. The learning that happens in such cases is too superficial and at a surface level. It fulfils only two objectives. The organisation’s HRD department is able to show training mandays spent as a part of their KRAs to the top management and the trainer earns a very handsome fee. There probably is no use of the same to the organisation or the individuals.
Training thus should be a part of the organisation development process and not seen as an activity. When training gets integrated to the process, training is done with a context in mind and to achieve a certain specific objective. The participants are thus chosen to suit the context and the objective. Otherwise, what happens mostly in various organisations is that people who are relatively free are sent for training programs whether they need it or not.

A training program according to us should be woven with the organisation development interventions, designed to achieve specific organisational objectives, with relevant people as participants and for duration that is required for such interventions whether it is half a day or five days. If we do this, I am sure HR will be able to create a better buy in of its interventions from the top management and the employees at large. To know more about it
Name: - NAHRS Human Resource
Email: - nahrshumanresource@gmail.com
URL: - http://www.nahrs.in/

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