Employee Training & Development
Employee training: a managerial perspective
Maj. Gen. BK Bhatia: This paper discusses the approach and training ideas employees by capturing the discussions with employees, human resources and training services for various companies.
Basic personal training point of view of management and what they expect of him? It was a question that intrigues us, we wanted to understand how older employees noted the role training from a strategic perspective.
This article reflects our conversations with employees in the operations, services management, human resources and training. We wanted to understand what companies make further assessments used in planning, resource planning human process of recruitment and training budget.
The rest of the article describes our approach and the knowledge acquired.
Key questions
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What is the training process developed by the organization?
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How to identify training needs?
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What is the number of hours of training on an annual basis? There is standardization? Have you changed for different types of employees?
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What are typical training budgets? How is it determined?
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What is the relationship between internal and external training?
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How was the effectiveness of training measured?
- Now that the economy is in recovery, is there a change of emphasis in training?
Common Previews
Some common responses we received from our discussions are:
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The companies believe that employee training and development as a strategic objective.
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Training budgets ranging from 0.25% to 1.25% of payroll, but there was no correlation between the budget and the type industry, projected growth, profitability or any other factor. More companies admitted some budget allocations for skills development.
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The training was seen as a link role with responsibility for training with the departments to which the employee belongs. Human resources has contributed the application of a policy framework for training.
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the role of practical training has been communicated to the employees and the development junior level of training and leadership skills has been communicated to middle management.
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Transfers of employment and exposure function Cross was regarded as important training criteria for the development of skills.
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Formation of contributions received by a employee has always been considered in succession planning and career development.
Read the rest of the article http://www.empxtrack.com/blog/05/employee-training-a-management-perspective/
About the Author
Training and Development, eLearning
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