Any organization that wants the best from her employees today must not joke with corporate training. It was called learning and development and human resources development, but over time, different names have emerged to replace them all and their is no end to names given to corporate training.
Many people, particularly experts in human development training had argued that the three aspects of corporate training are synonymous. But practitioners have argued also that they are distinct divisions and they are complementary too. The economic situation has made training cost to be high, but despite that we cannot overemphasize the importance of training, hence the company must do it.
Because of the position occupied by top managers and directors, they only have the authority to facilitate corporate training. The recipient (business planners), and the coaching team (line managers), must work together to get the job done. For this training to be really effective, participants have to focus on the end result. Group interests in the organization must be taken into consideration too to foster total benefits of the training and to involve every member of the organization.
For relevance of employee in this fast changing world, there is need to learn and unlearn new things on constant basis to keep up with changes in the corporate world. Hence, it is now a must for any organization that wants increasing productivity to keep arranging human development training for her staff. 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. With talent development training, the problem of staff turnover will be reduced to the barest minimum, because each staff will be turned into useful asset which will enhance high productivity. 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.
Talent development has now been accepted by many organizations as part of the necessary inclusion in their organizational norms to foster developmental goals. Making talent development together with human development relevance to company's overall goal is important if it must be beneficial to the company involved. This has been happening in the 21st century. The cost of training of staff as part of organizational development program is low and the effect is much in this economy where many companies are downsizing, mergers, and acquisitions are the order of the day.
Satisfied and productive workers are necessary for quick and sustainable company's growth. 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. The trend of things in organizational world is that the workforce is not being adequately catered for, they are seen as liabilities in most cases but things must change if the goal of the company must be achieved.
Many people, particularly experts in human development training had argued that the three aspects of corporate training are synonymous. But practitioners have argued also that they are distinct divisions and they are complementary too. The economic situation has made training cost to be high, but despite that we cannot overemphasize the importance of training, hence the company must do it.
Because of the position occupied by top managers and directors, they only have the authority to facilitate corporate training. The recipient (business planners), and the coaching team (line managers), must work together to get the job done. For this training to be really effective, participants have to focus on the end result. Group interests in the organization must be taken into consideration too to foster total benefits of the training and to involve every member of the organization.
For relevance of employee in this fast changing world, there is need to learn and unlearn new things on constant basis to keep up with changes in the corporate world. Hence, it is now a must for any organization that wants increasing productivity to keep arranging human development training for her staff. 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. With talent development training, the problem of staff turnover will be reduced to the barest minimum, because each staff will be turned into useful asset which will enhance high productivity. 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.
Talent development has now been accepted by many organizations as part of the necessary inclusion in their organizational norms to foster developmental goals. Making talent development together with human development relevance to company's overall goal is important if it must be beneficial to the company involved. This has been happening in the 21st century. The cost of training of staff as part of organizational development program is low and the effect is much in this economy where many companies are downsizing, mergers, and acquisitions are the order of the day.
Satisfied and productive workers are necessary for quick and sustainable company's growth. 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. The trend of things in organizational world is that the workforce is not being adequately catered for, they are seen as liabilities in most cases but things must change if the goal of the company must be achieved.
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