Learning-Development

In today’s economy, Training plays a crucial role in achieving business excellence. The business environment is full of challenges and changes are the order of the day. In such a complex and dynamic situation, learning and implementation of the learning enables employees to work towards business excellence.

Training refers to the upgradation of knowledge, skills and abilities which further leads to personality development as a whole. It is the understanding of where one stands currently and where one requires reaching after attaining the subject training. With the changing profile of the customers, organizations need to respond swiftly and decisively to customers’ needs for quality, variety, customization, convenience and timeliness - this is no invention but the point is who is going to achieve this - a scientifically trained workforce, capable of analysing & solving issues, working cooperatively within team can shift KRA smoothly.

With changing economy and challenging KRA, training has increased its importance. To survive and keep flourishing in this corporate-culture it’s vital to keep enhancing the knowledge and upgrading the skills.

“Practice is the hardest part of learning, and training is the essence of transformation.”

Training a Strategic Activity!
Training is often undertaken by an organization as a strategic activity aimed at improving the performance of the business by improving the performance of its employees.

Business should have a clearly defined strategy and set of objectives that direct and drive all the decisions made especially for training decisions. Firms that plan their training process are more successful than those that do not. Most business owners want to succeed, but do not engage in training design that promise to improve their chances of success.

A well-conceived training program can help business succeed. A program structured with the company's strategy and objectives in mind has a high probability of improving productivity and other goals that are set in the training mission.

The operational model:
  • Understanding the need
  • Mapping out the solution
  • Producing the solution
  • Delivering and implementing the solution
  • Ensuring quality during Development and After Delivery

The goals of the training program should relate directly to the needs determined by the assessment process outlined above. Course objectives should clearly state what behavior or skill will be changed as a result of the training and should relate to the mission and strategic plan of the company. Goals should include milestones to help take the employee from where he or she is today to where the firm wants him or her in the future. Setting goals, helps to evaluate the training program and also to motivate employees. Allowing employees to participate in setting goals increases the probability of success.

Training can no longer be an afterthought. It must become an integral part of staffing and business strategy. When it is not properly planned for, any attempt to satisfy a training need will usually result in failure. Therefore, it is necessary to create a written, well-thought out plan for training.

Actually, planning the training should be an essential part of the performance management system and career planning for the employees.

Training Responsibilities across hierarchical levels:
  • Top Management: Frames the training Policy
  • HR Department: Plans, Establish and Evaluate
  • Supervisors: Implements and apply development procedure
  • Employees: Provides Feedback, Revision and Suggestions

Golden Red as your Strategic Training Partner!
Every organization differs from the other although they might appear same with regards to processes, strategies and goals. A generic solution might not cater to your needs.

Golden Red offers:
  • Unique solutions to your unique needs (a customised solution exactly matching your requirement across domains)
  • Best in Breed Instructors and Certified trainers proficient in Training Delivery
  • Timely evaluation (prevents the training from straying from its goal)

“Knowing is not enough, We must apply. Willing is not enough, We must do.”