Training and Development Literature Review free essay sample

According to Casse and Banahan (2007), the different approaches to training and development need to be explored. It has come to their attention by their own preferred model and through experience with large Organisations. The current traditional training continuously facing the challenges in the selection of the employees, in maintaining the uncertainty related to the purpose and in introducing new tactics for the environment of work and by recognizing this, they advising on all the problems, which reiterates the requirement for flexible approach. Usually the anagers have the choice to select the best training and development programme for their staff but they always have to bear in mind that to increase their chances of achieve the target they must follow the five points highlighted by Miller and Desmarais (2007). According to Davenport (2006), mentioned in his recent studies that its easy to implement strategy with the internet supported software. Some of the Training theories can be effective immediately on the future of the skill and developments. We will write a custom essay sample on Training and Development Literature Review or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The content and the access are the actual factors for the process. It s a representation itself by the Access on main aspect what is effective to the adopted practice in training development. As per the recent theories to access the knowledge is changing from substantial in the traditional to deliver the knowledge for the virtual forms to use the new meaning of information with electronic learning use. Every organization needs to have well trained and experienced people to perform the activities that have to be done. If the current or potential Job occupant can meet this requirements, training is not imparting. But when this is not the case, it is necessary o raise the skill levels and increase the versatility and adaptability of employees. Inadequate Job performance or a decline in productivity or changes resulting out of job redesigning or a technological break through require some type of training and development efforts. As the Jobs become more complex, the importance of employee development also increases. In a rapidly changing society, employee training and development or not only an activity that is desirable but also an activity that an organization must commit resources or to if it is to maintain a viable and nowledgeable workforce. Training, education, and development are three terms frequently used. On the face of it, there might not appear any difference between them, but when a deep thought is given, there appear some differences between them. In all training there is some education and in all education there is some training and the two process cannot be separated from development. Edwin flippo Training is the act of increasing the knowledge and skill of an employee for doing a particular Job. Advice Saint, Training is includes any ettorts within the organization to teach, nstruct. Coach, develop employees in technical skill, knowledge, principles, techniques and to provide insight into and attitudes towards the organization. Dales S Beach, Training is an organized procedure by which people learn knowledge and \ or skills for a definite purpose. Michael J. Jucius, The term Training is used here to indicate only process by which the aptitudes. Skill and abilities of employees to perform specific Jobs are increased (Michael S. Lane, Gerald L. Blakely, 1990): Management development programmes are increasingly being studied and valuated, regarding their efficiency and effectiveness. Presents the results of a survey of 1 55 directors and vice-presidents of personnel and human resource management departments regarding the current status of their management development programmes. The results indicate that management development programmes do not seem to differentiate between levels of management. (Oladele Akin,1991): Evaluation is increasingly being regarded as a powerful tool to enhance the effectiveness of training. Three major approaches to training evaluation: quality scription, quality assessment and quality control are highlighted. In order to enhance the effectiveness of training, evaluation should be integrated with organizational life. (Phillip C. Wright, 1992): Reports on a study of current and past training literature which suggests that, to be effective and to isolate both training needs and those problems having other, non- trainable solutions, training must be preceded by a needs analysis. Proposes a needs assessment model to illustrate an optimum needs assessment process, and compares this model with the Ontario Governments. Farhad Analoui 1995): Traditionally, the effectiveness of the senior officials within the public sector has been disproportionately associated with task instead of people-related skills. A study of 74 senior managers within Indian Railways, over three years, has revealed that managers, in order to become effective, not only require task and people skills but also self-development knowledge and skills. Moreover, the above broad categories of managerial skills form a hierarchy which suggests that the more senior positions which managers occupy, the greater the need for people and self-development