New Generation Enterprises Need Corporate Training
Today, employees are looking to upgrade their knowledge as well as skills required for their job roles and are keener to join organizations that provide opportunities to grow. In the last couple of years, corporate have realized the importance of training and have made exceptional progress. Organizations make heavy investments in learning and development practices as it is a major tool of employee retention and effectiveness. Any training solution is in effective if it doesn't impact the organization's primary objective i.e, business outcomes, Knowledge index, and Service quality to mention a few. The way people work is changing rapidly, which means that they are taking the openwork approach to learning which is as follows:
Types of Employee Training Programs:
Employees may receive basic literacy training, interpersonal skills training, technical training, problem solving training, and diversity or sensitivity training. Each type of training targets a different facet of an organization's overall culture and performance. To get the most out of your training, you must follow some basic simple training principles which are overload,specificity, reversibility and variance. Overload means we must put our bodies under more stress than normal for adaptive changes to be made. Being familiar with these basic types helps teams focus and more easily land on the structure of the required course, especially when I point out that there are only three types of training that they need to address:
•New job training,
Training constitutes a basic concept in human resource development. It is concerned with developing a particular skill to the desired standard by instruction and practice. Training is the act of increasing the knowledge and skill of an employee for doing a particular job and the purpose of corporate training / education is to promote the development of capabilities of both individuals and the organization. Training and development program are also very helpful to improve the self-efficiency of individuals. Self-efficiency is the belief in an individual's abilities to do a specific task. Studies show that self efficiency is directly related to job performance. Self efficiency can be improved by guided experiences, mentoring and role modeling.
Employees can also get training for self-management, where they can systematically enhance their self efficiency.
Training and development contain three main activities which are training, education, and development. Some examples of these services include:
•Equal employment opportunity training