Gopinath Varahamurthi
Mindhour Partner, Ass.professor/adm. Officer,
NK SUNDARAM
Soft Skill Trainer / Hr Consultant - India
Avrliza
Engager

Thread Started by #avrliza

No matter what industry you are in, itís important to think of employee training as a lifelong process. Long gone is the time when the knowledge attained at university or college was enough for employees to make their best contributions in the business world. New knowledge is being discovered faster than ever before, and to stay competitive your companyís employees need to stay up-to-date and learn how to apply new knowledge for your companyís benefit. Here's a more information about how it's better to start designing a continuous training program: https://www.rallyware.com/blog/why_e...art_from_day_1
Many L&D leaders have adopted the continuous learning approach where training starts from day #1 (don't confuse with onboarding, I am talking more about the wholesome training experience that is designed from day one and keeps growing with the employee's progress). I wanted to ask if any of you have such experience in your companies? What are the pros and cons of it?
16th November 2017 From United States, Las Vegas
Training in an organisation is essential to achieve the main objective ie growth in business and ultimately the profitability. To meet this objective, each employee need to be trained on his domain skills, knowledge, ability to perform his jobs / functions effectively. These days, employees do not stay for long and look for fast growth, moving out of organisation for various reasons. Therefore, training becomes very imperative to keep the business going and growing. During this process of training, the trainee or the employee also gets his own skill and knowledge enhanced and he or she gets updated. Whether the person stays with the organisation or moves out, the learning part will give him an added advantage when he looks for a choice of jobs elsewhere. If an organisation does not spend money on training, fearing attrition of people and along with them the money spent on training, they are sadly mistaken. Training has to take place irrespective of whether or not a person going to stay. Loss of manpower, skilled manpower, is an unavoidable situation and nobody can help it. This is an universal truth and phenomenon and no country especially developing nations are also part of this !
Best wishes
22nd November 2017 From India
training is a life long process .. to whom? to the employee who want to stay with the company till attaining the age (not retirement) where he/she may not capable as an asset or to the employee hang on despite lack of knowledge, show no interest in the job of production and progress, no other alternative but to stay?..in the today`s trend an employee get himself shifted to the new career after feel boring or no progress in the field of service, can a training program keep the employee engaged to what extent? what are the motivations we can provide to keep the employee fit to the current charge with the organisation?.. a lot of questions to be addressed and a training schedule that addresses all this type of questions only succeed, otherwise, we may feel the heat gathering on the company where transformation become a question in itself.
today consultants are becoming important and in fact, they are becoming the bridge in between the employee and organsation to know the pulses of the employee and the culture of the organisation which need be addressed to the future growth. in many a cases consultants act and provide valuable suggestions getting the feed back from the employees and customers to stay on the growth chart uninterrupted and keep valuable employees intact.
your projections for continuous training is becoming a must entwined with progress projections, future plans, real growth added with passion of the employee will help the organisations grow in the competitive world.
25th November 2017 From India, Arcot
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