Corporate training is considered to be a very important part of organizational policies today in order to get the best from employees. Several names have been given to this program in the past people based on their understanding of it.
Many people, particularly experts in human development training had argued that the three aspects of corporate training are synonymous. Another research carried out by the actual trainers in human development said that they are not synonymous but separate, and work hand in hand. In the next few years, more and more companies will embrace human development but the high cost of integrating it into organizational program may discourage many from joining.
Top managers and directors are equipped to facilitate human training in organizations. The job of coaching, and resources lies on the shoulders of the line managers, while the business planners need the training most. On the average many staff doesn't consider this training important, hence the trainers have to get them interested, to achieve the right result. The whole exercise of training can be brought to total ruin if there are conflicting interest from stakeholders, this should be guarded against.
Through corporate training, people are now trying to redefine illiteracy as those who cannot and would not relearn. For high productivity, organizations must organize human development training on scheduled basis for their staff so that they are not rendered redundant. Talent development is a tool borrowed from human development training to channel an organization towards a positive and rewarding goal; it must be done regularly, and be rewarded according to the general goal of the organization. Some organization shy away from talent development training because they cannot afford it, selected top level managers can do the training and teach others too. Through training and retraining of staff, many successful organizations have been able to bring staff turn over, reduces loss in other area, and concentrate on development activities.
Organizational structures are now pattern to give room to active training as part of the norms; this is now taking a very important part of their policies. In this century many companies have emerged with their version of human development training tailoring it to their organizational norms and policy. In this turbulent economy, it is important that companies have to retain good staff and train them more to get the best from them always and to reduce the cost of doing business.
Giving workers the right atmosphere and frame of mind to actualize their training is also very important if the money spent on training is to be well utilized. The major challenge for human development trainers is to find a very cost-effective means of making it more than just an event but a part of the overall company development. Many organizations cannot afford having a training department because of the extra cost of setting up and sustaining such a department, this together with the cost of hiring experts for training has been a major obstacle before these companies today.
Many people, particularly experts in human development training had argued that the three aspects of corporate training are synonymous. Another research carried out by the actual trainers in human development said that they are not synonymous but separate, and work hand in hand. In the next few years, more and more companies will embrace human development but the high cost of integrating it into organizational program may discourage many from joining.
Top managers and directors are equipped to facilitate human training in organizations. The job of coaching, and resources lies on the shoulders of the line managers, while the business planners need the training most. On the average many staff doesn't consider this training important, hence the trainers have to get them interested, to achieve the right result. The whole exercise of training can be brought to total ruin if there are conflicting interest from stakeholders, this should be guarded against.
Through corporate training, people are now trying to redefine illiteracy as those who cannot and would not relearn. For high productivity, organizations must organize human development training on scheduled basis for their staff so that they are not rendered redundant. Talent development is a tool borrowed from human development training to channel an organization towards a positive and rewarding goal; it must be done regularly, and be rewarded according to the general goal of the organization. Some organization shy away from talent development training because they cannot afford it, selected top level managers can do the training and teach others too. Through training and retraining of staff, many successful organizations have been able to bring staff turn over, reduces loss in other area, and concentrate on development activities.
Organizational structures are now pattern to give room to active training as part of the norms; this is now taking a very important part of their policies. In this century many companies have emerged with their version of human development training tailoring it to their organizational norms and policy. In this turbulent economy, it is important that companies have to retain good staff and train them more to get the best from them always and to reduce the cost of doing business.
Giving workers the right atmosphere and frame of mind to actualize their training is also very important if the money spent on training is to be well utilized. The major challenge for human development trainers is to find a very cost-effective means of making it more than just an event but a part of the overall company development. Many organizations cannot afford having a training department because of the extra cost of setting up and sustaining such a department, this together with the cost of hiring experts for training has been a major obstacle before these companies today.
About the Author:
At Corporate Training Singapore, know all regarding corporate training courses and the very best training providers in Singapore to build a strong leadership personality.
No comments:
Post a Comment