rajrao4 Started The Discussion:
Hello Can anybody please tell me the Relationship between Training and Productivity. Thank you.
Good Morning Everyone,
Thats a v.v important question and it needs some time to answer! 8)
The apt answer would be that old Chinese proverb which says give a man a fish he will eat it for a meal, teach him HOW to fish he will feed his family !
In a SMALL WORLD with cut throat competition, training enpowers you ,eliminating unnessary actions and thoughts in your perfomance and guides you towards perfection. :arrow:
However training is not the only answer, training can handle only attitude and skill related issues!
for eg, if an office needs automation, training can address the isues like workers restisting change from good old type writer to pc(attitude) and SKILL (speed and ease in managing soft copies when compared to redtaped files),BUT if management is not willing to INVEST in automation , T&D cant help it! :roll:
And after a period, like the saying goes 'strike the iron when it is red hot' training gives less effectiveness as the trainee would have already formed a hard mind set, then you can only mend the edges, you can never totally change the person- thats why precisely companies/military units recruit only youngsters below a certain age like 25-27 for all prestigious courses like NDA/Management Trainee Postions!!! 8)
Then coming to productivity, training increases productivity because you become an expert, you atleast learn what not to be done if not what to be done in a given situation! :)
the impact of training can be further ascertained by tha analysis of sales figures,customer feedbacks, rate of mishaps/accidnets and even byperformance appraisal of the trainee BEFORE and AFTER imparting the Sessions!
Hey friend ,
You are asking the relation between the very basic purpose of Training!!
Any company would conduct a training with the intention that the productivity will increase after training... ..
The ultimate aim of any training is actually to increase in the productivity of the people ... otherwise will any company indulge in this expenditure activity???
for increasing productivity of a product,you may have to give technical training ... for increasing productivity of people, u have give soft skills training.... in any case, training means a method of improving productivity...
Take a new employee as a control without training- in office or on the line
Take a new employee and train them-best instructor you have
Note the difference in 30 days
Note error rates
Note amount of lag time for morale breaks
Note absenteeism etc
You'll be able to tell the difference without a PHD
Do you mean to agree on the saying ďCanít teach an old dog new tricks????Ē I disagree because this has been proven to be wrong where in many developed countries their senior citizens show a tendency to be educated in working on PCís & using internet to keep their brain cells active so that diseases like Alzheimer etc could be delayed or prevented. Some have even proven to have the ability to engage in online jobs so that they can fend for themselves even at old age.
An individualís mind set is totally depends on that individual. Let it be young or old if that particular personís certain perceptions cannot be changed then he is close minded. No matter what the age is if a person is open minded he/she could be subjected to learning so that it could result in a change of behaviour.
My dear Ashra,
when you have given the answer in your own post.... should i add comments????
That excactly why corporates and military alike give more importance to attitude and not to skill and knowledge when they recruit specially to Executive cadres!!!
there is a saying you keep a full cup and pour what ever liquid , it wont be of any use untill and unless it has not been empteed.. it mearly overflows-waste of time effort and money!
another one goes.. keep a pot ulta and pour water ... again no use... you need to beak the pot ..make the person unlearn then the old dog also can learn a trick or two!(so the dog and the trainer also matters)
May be you can watch a few movies like an officer and a gentle man(Richard Gere) or our own Fauji(sharukh Khans ist venture) etc ... they virtually kill a person who thinks that he has made it big by just gettng selected to the officer training course...it happens in law and other professional colleges aswell.. i have under gone it myself hey hey!!
My former boss said they do it in the IIMS too... the professor says your are nothing but a heap of....... to bring down the cat crackers from cloud nine back to earth... so that they can learn effectively!!!
Moral of the story is :
Life is a journey they say... keep learning, the day you stop doing it.. u a have started you death .... There have been great men who have also realised that you are nothing before mother nature like Issac Newton who said that i still feel like a child collecting sea shells at the beach inspite of so many great discoveries to his credit
So lets keep learning, unlearning and learning!!
1. Members are getting a little confused between learning and training. Learning is an activity that can be continued for as long as one wishes - some people never stop learning. Also, learning can be from books, from training courses, from communicating with others, from experience, both good and bad, from mistakes, from creative forays, from anywhere. Learning directed in the right direction. i.e. for the attainment of knowledge and wisdom, will always be productive.
2. Training, however, is specific; it is predetermined; it is planned; it is usually imparted by an individual or a group of trainers/counsellors; you can have training in specific areas - that is to strengthen an employee's ability to work productively in a particular function or position - it can be directed to one individual or to a group; and training in general areas, such a stress and time management, effective communication, etc. usually conducted for groups of employees.
3. When does training become effective, i.e. when does it improve productivity?
Only when it is needbased and designed to meet the requirements of the individual or group being trained.
I may be stating the obvious, but to give training in a particular area which is not relative or pertinent to the employee/s being trained, either in the present or in the future, is a waste of time, effort and money.
Even the same type of training needs to be finely tuned depending upon the group of trainees concerned - for instance stress management for junior executives and stress management for top management needs to be subtly and suitably amended, with different types of examples and case studies, depending upon the group it is aimed at.
The trainer/s in turn must be able to impart the right type of training. Training courses cannot be memorised and spewed out in the same way every time. The trainer has to constantly revise and upgrade the content of the course depending on new inputs, on the makeup of the trainees, on their requirements, etc.
Training has to be interesting, interactive, and must not be too dry or tedious. A little humour always helps. Trainees cannot be forced to learn - they must want to learn.
A lot depends on the trainees. Some trainees are highly receptive, some are not. Some, in fact, have negative and closed mindsets. The trainer has to decide how training is to be imparted in each case. Sometimes, in difficult cases, counselling on a one-to-one basis is preferable to structured training.
Only the right type of training can lead to increased productivity. Keep this in mind always when planning a training calendar.
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