ROLE OF TRAINING IN ENHANCING PERFORMANCE
Self-management
Self-management” – it can trigger thoughts of personal “to do” lists, time management schemes and feelings of both pride and guilt. Yes, self-management does refer to skills and strategies individuals can use to direct their own activities toward the achievement of objectives. But there is a gulf between “can use” and “do use” – buried within self-management is the issue of self-motivation. How can we develop and sustain the self-motivation necessary to stay on task and succeed with our own effective self-management?
Through at least six decades of academic and popular discussion of motivation, its origins and its effects, we can see what is involved in motivation and the part it plays in performance. So we begin by looking at the bigger picture: what is the performance you wish to achieve?
the roles motivation plays in performance, derived from organizational psychology and management initiatives, to come to an understanding of how you can look at your own performance, and where and how you can draw upon your own self-motivation for better performance.
Benefits
1. Understanding the key role motivation plays in performance.
2. Illustrate how your own expectations may be part of an approach you take – and how to challenge and change that approach as the means to improve self-motivation.
3. Use these elements of performance (the “Performance Formula”) to identify how you can better self-manage.
4. Learn how more effective self-management is aligned with self-leadership.
The focus of Human Resource Development is on developing the most superior workforce which helps the organization for successive growth. All employees are needed to be valued and they should apply collective efforts in the labour market every time. This can only be achieved through proper and systematic implementation of employee training and development programs. Employees are always regarded with development in career-enhancing skills which leads to employee motivation and retention. There is no doubtthat a well trained and developed staff will be a valuable asset to the company and thereby will increase the chances of their efficiency and effectiveness in discharging their duties. Training is a learning experience which has a capacity to make positive changes and reach up to the desired objectives of the organization. It improves the ability of the employee to perform the job efficiently and with excellence. Training and development programs are the basic structural and functional foundations for the development of the employees. These foundations are important for guiding the employees through different situations. Training and Development programs are the framework for helping employees to develop their personal and professional skills, knowledge and abilities. Training imparts knowledge to the employees regarding different issues in the organization and the proper execution of these programs result in number of benefits such as development of profitable, adaptable as well as efficient organization and productive & contented employees. It is useful in the following manner:
1. Employees are able to balance their work life and personal life in a better manner which leads to reduction of stress.
2. Such programs help in improving physical and psychological health of the employees, thereby bringing down the absenteeism rate.
3. These programs develop the employee morale, increase the productivity, job satisfaction and commitment of the employees towards the organizational goals.
4. These programs also aim at the progress of the individuals in their personal and professional lives.
5. They improve the communication between all levels of management which helps in minimizing conflicts between different levels of employees.
6. Such types of programs lead to effective negotiation and enable the designing of the contracts which satisfy all sorts of employees.
7. These programs enhance efficiency of management and strengthen employee organization
8. These programs improve the leadership, problem solving, interpersonal and conflict resolution skills of the employees.
9. They are important for sharpening and utilization of the employees’ creative and innovative skills.
The principal objective of training is to make sure the availability of a skilled and willing workforce to
the organization. In addition to that, there are four other objectives: Individual, Organizational, Functional, and Social.
1. Individual Objectives – These objectives are helpful to employees in achieving their personal goals, which in turn, enhances the individual contribution to the organization.
2. Organizational Objectives – Organizational objectives assists the organization with its primary objective by bringing individual effectiveness.
3. Functional Objectives – Functional objectives are maintaining the department’s contribution at a level suitable to the organization’s needs.
4. Social Objectives – Social objectives ensures that the organization is ethically and socially responsible to the needs and challenges of the society.
Further, the additional objectives are as follows:
1. To prepare the employees both new and old to meet the present as well as the changing requirements of the job and the organization.
2. To prevent obsolescence.
3. To impart the basic knowledge and skill in the new entrants that they need for an intelligent performance of a definite job.
4. To prepare the employees for higher level tasks.
5. To assist the employees to function more effectively in their present positions by exposing them to the latest concepts, information and techniques and developing the skills they will need in their particular fields.
6. To build up a second line of competent officers and prepare them to occupy more responsible positions.
7. To ensure smooth and efficient working of the departments.
8. To ensure economical output of required quality.
Employee Development
Programs are designed to meet specific objectives, which contribute to both employee
and organizational effectiveness. There are several steps in the process of management development. These includes reviewing organizational objectives, evaluating the organization’s current management resources,determining individual needs, designing and implementing development programs and evaluating the effectiveness of these programs and measuring the impact of training on participants quality of work life. In simple way, it can be denoted as per the following formula.
Employee Development = Employee Education + Employee Skills +
Training Effectiveness + Employee Quality of work life
The role of Training Co-ordinator & Administrator can be a
varied and challenging role to deliver successfully, never
the less it plays a vital part in ensuring any training actually
reduces the performance gap.
1. Influencing techniques.
2. Training needs analysis
3. Design and delivery of training
4. Learning styles
5. Evaluation and validation methodologies.
By applying these new skills and knowledge acquired over
the course of the week on returning to work, you will notice
an immediate impact, enabling you to experience
improvements and greater efficiencies on a day to day
basis.
Training Administrators, who are in regular
contact with individuals or line managers involved
in performance improvement
1. Personnel whose main responsibility is the coordination
2. or administration of training needs,
3. organising training events, selecting programmes
4. or engaging external consultants
5. Full time T&D or HR specialists – including line
6. managers with responsibility for the T&D of their
7. subordinates
8. Technical professionals wishing to revalidate their
9. knowledge and understanding when conducting
10. training
11. Professionals who wish to experience new
12. approaches for Training Coordinators and
13. Administrators
14. Analyse how Training & Development
15. contribution to business performance
16. Reposition Training & Development by adopting a
17. measured approach
18. Examine administration systems and techniques
19. Develop a profile for the Training Coordinator &
20. Administrators role
21. Apply a new analysis model for individual
22. performance issues
23. Explore the various approaches in the training
24. cycle
25. Review Talent management and succession
26. planning methodologies
27. Consider action planning for your return to work
28. including training requirements
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