Training and Development
One of the most harder task about the human talent management, it's the Training and Development task, on this phase you need identify the different work areas, it could help on the differences Training activities, because the activities can´t be the same for all workers, for this task it's necessary an identification about the needs on each work area to find the better form to guide your Training. About the Development, you'll search the way to may grow your staff, in all ways, it means help to your staff to improve their work skills, satisfy their needs and manage them a fidelity criterion against the company.
Training and development
encompasses three main activities: training, education, and development
- · Training: This activity is both focused upon, and evaluated against, the job that an individual currently holds.
- · Education: This activity focuses upon the jobs that an individual may potentially hold in the future, and is evaluated against those jobs.
- · Development: This activity focuses upon the activities that the organization employing the individual, or that the individual is part of, may partake in the future, and is almost impossible to evaluate
The conflicts that are the best
part of career consequences are those that take place between employees and
their bosses. The number one reason people leave their jobs is conflict with
their bosses. And yet, as author, workplace relationship authority, and executive
coach, Dr. John Hoover points out, "Tempting as it is, nobody ever
enhanced his or her career by making the boss look stupid." Training
an employee to get along well with authority and with people who entertain
diverse points of view is one of the best guarantees of long-term success.
Talent, knowledge, and skill alone won't compensate for a sour relationship
with a superior, peer, or customer.
Typical roles in the field
include executive and supervisory/management development, new-employee
orientation, professional-skills training, technical/job training,
customer-service training, sales-and-marketing training, and health-and-safety
training. Job titles may include vice-president of organizational
effectiveness, training manager or director, management development specialist, blended-learning designer,
training-needs analyst, chief learning officer, and individual
career-development advisor.
Talent development is the
process of changing an organization, its employees, its stakeholders,
and groups of people within it, using planned and unplanned learning, in order
to achieve and maintain a competitive advantage for the organization. Rothwell
notes that the name may well be a term in search of a meaning, like so much in
management, and suggests that it be thought of as selective attention paid to
the top 10% of employees, either by potential or performance.
While talent development is
reserved for the top management it is becoming increasingly clear that career
development is necessary for the retention of any employee, no
matter what their level in the company. Research has shown that some type of
career path is necessary for job satisfaction and hence job
retention. Perhaps organizations need to include this area in their overview of
employee satisfaction.
The term talent
development is becoming increasingly popular in several organizations, as
companies are now moving from the traditional term training and
development. Talent development encompasses a variety of components such as
training, career development, career management, and organizational
development, and training and development. It is expected that during the 21st
century more companies will begin to use more integrated terms such as talent
development.
Washington Group International,
in their paper "The Nuclear Renaissance, A Life Cycle Perspective defined
two logical laws of talent development:
First law of talent
development: "The beginnings of any technology-rich business are all
characterized by a shortage of large numbers of technically trained people
needed to support ultimate growth"
Second law of talent
development: "The resources will come when the business becomes attractive
to the best-and brightest who adapt skills to become part of an exciting
opportunity"
Talent development refers
to an organization's ability to align strategic training and career
opportunities for employees. Training can sometimes also be referred to as a
tool for change management and improved organizational culture. Referring to a
study conducted in India titled "TO IDENTIFY THE TRAINING AND DEVELOPMENT
PRACTICES FOLLOWED IN ORGANIZATION: A case study of Birla Cement Work,
Rajasthan", it was found that trainees (employees) are aware of the
training and development practices followed in the organization and they very
well know that the training programs are the tools for their overall development
in organization. Using the training, they also share their knowledge among
their colleagues which is improving the work culture among the organization.
Training and development
practices also have their importance for professional education educators also.
As there is a need to evaluate the benchmark practices followed for
professional education educators to find out that whether the training
programme which they opt is according to their training need or they are
selecting these training programmes at random SOURCE
