2. Answer to this questionyou have been asked to train a group of entry level executives in the marketing division of a multinational company. Write in detail how you will conduct a need analysis for the said group. Who would you approach and what are the methods and techniques you will use and why? (500 words)
Answers
Many companies have taken birth during this course of time but most have not impressed to get noticed, at the same time there have been a few who have got noticed and risen to become an empire (INFOSYS, WIPRO etc). The secret behind the success of these companies to have sustained in both the phases (initial stage where companies saw an immature growth, later stages where the industry matured) of the industry growth is because of innovation and effective people management skills employed.
Upon interaction and detailed study of corporate world it comes to our understanding that training plays a very essential part in bridging the gap between the employee skill sets and the skills associated with a particular job.
As the new industry emerged there were other sectors which boomed along with the growth of IT industry namely manufacturing.
During the growth of various industries players in each industry, in order to cope with the competition concentrated on having skilled manpower in their armory, this proved to be a very lethal weapon when they fired (launching new product, implement new technology, use new strategies etc.)
Thus updating their employees with the necessary skill sets and knowledge became an integral part of an employee’s tenure in the organization.
In this report let’s try and understand on what training and development is all about and various methods adopted by various organizations to achieve the above said.
Definition of Training
Training may be defined as a “Planned program designed to improve performance and bring about measurable changes in knowledge, skills and attitudes (KSA) and social behavior of employee.” It is as act of increasing the knowledge and skills of an employee for doing a particular job.
Features of Training
Unable the employees to deal with the changing jobs and roles.
Develop knowledge, skill and attitude for handling jobs most efficiently.
Bridges the gap between the current level of employee KSA and the required level of KSA to handle job efficiently.
Training is basically job-related and need-based.
Short-term activity designed essentially for operatives.
Role of organization in training and development
An organization has a very close relationship with the trainee and the trainer because it is the first contact for both.
The demand for the training in the organization increases when the organization wants;
To hire new people – training as a means of training new recruits.
To Expand When the company wants to increase its headcount.
To increase certain number of staff (in position) by a certain date.
To enhance the performance of employees.
Organization’s name to be a part of training unit.
Traditional and modern approach of training and development
Traditional approach- Most of the organizations before never used to believe in training. They were holding the traditional view that manager’s arc born and not made. There were also some views that training is a very costly affair and not worth. Organizations used to believe more in executive pinching. But now the scenario seems to be changing.
The
modern approach
of training and development is that Indian Organizations have realized the importance of corporate training. Training is now considered as more of retention tool than a cost. The training system in Indian Industry has been changed to create a smarter workforce and yield the best results
Training Options
There are four training options that an organization can consider before providing training to their employees;Outsourcing; Outsourcing exempts the organizations to concentrate on its core business. Also, with the availability of sufficient amount of know-how, proficiency in the market it does not make business sense for organizations to have a separate training division. One approach is to tic up with some reputed training or educational institutes and send employees for training. This way, company gets to avail the required expertise and high-quality training programs and saves money on content development, recruiting, and maintaining training team. The only issue in outsourcing training is that the quality of training has to be frequently tracked so as to ensure the trainer’s performance and training effectiveness.
Internal Training: A lot of questions has been raised whether to go in for training outsourcing or setting up an internal division for training. Some companies recruit external trainers and call them to the company site make them use their tools to train employees. This alternative is generally for the new joiners who arc given the fundamental or job-related training in-house and then send outside for higher training.
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