Identify the Paramount barriers for effective training programme in IT field and
how to crush them". Explain with real life examples
Answers
It’s to the workers benefit to learn new skills -- but if they don’t relate to business goals and objectives, it’s probably not worth the expense for the company, or the time the training takes employees away from their desks. Linking the training directly to business needs and employee development-plan objectives can be the key towards getting employee buy-in. If training doesn’t relate to employee duties, or if an employee doesn't anticipate using the information once the training ends, it’s unlikely to have a lasting effect 4.5.
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@M.S.V.
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Answer:-
Today, a person engaged anywhere in the world of work can see that training is widely accepted as a necessary function o±’ managing a large enterprise (public and private). The development p±’ the staff is at the very heart of supervision and it clearly assumes a role of great significance with respect to the quality of service and long—range effectiveness. The press of technology, and the fact of change and growing social problems make employee preparation as important as employee acquisition and employee motivation. The concept of training as a natural and continuing activity of the employer is one that has seen its main development, with rare exception, since the 1930’s.’ As used in the paper, training will refer to the process of developing skills, habits, knowledge, arm attitudes in employees for the purpose of increasing the effectiveness of employees in their present government positions, as well as preparing employees for future government positions. Training had its beginnings in enlightened private
industry and in the orientation programs for work in the public service, i.e., police ~iork, foreign diplomacy, and public education. In these latter cases the roots of employee training can be traced to much earlier dates.
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