The Future of Training &

Development

TeamGaurav Kumar

SamidhaBhushanPiyushAnanya

Sector wise training in India

• Services• IT• Finance, Insurance and Real Estate• Healthcare• Durable Manufacturing• Non Durable manufacturing• Transportation and Public Utilities• Government• Trade• Agriculture(Reference:

http://www.gradview.com/articles/careers/commitment_to_training.html)

Cost Analysis

• Is training an expense or a gain to the firm?• How will be the costs of training the

employees in near future?• Examples: TCS and Infosys(Reference: Business standard, dated Jan 21, 2014)(http://www.business-standard.com/article/technology/tcs-to-invest-rs-1-000-crore-in-

kerala-training-campus-110091500051_1.html)

Increased Use of New Technologies for Training Delivery

–Decrease in cost.–Better service and new business

opportunity.–Reduced training cost –Training at any place and time.

Increased Demand for Training for Virtual Work Arrangements

• Virtual Work arrangements Include virtual Teams as well as Telecommuting, work conducted in a remote location.

• Location, organization structure, and employment relationships are not limiting factors in virtual work arrangements.

• Leadership, Shared Value & rewarded Goals are important

Increased Emphasis on Speed in Design, Focus in Content, and Use of Multiple Delivery Methods

• Difficult to find new ways.• Two shifts.• Rapid Instructional Design (RID)

Examples of RID Strategies

Functional Areas and Applications of Real-Time Extended Business

Increased Emphasis on Performance Analysis and Learning for Business Enhancement

• Performance Analysis Approach - identifying

performance gaps or deficiencies and examining training as one possible solution for the business units.

Increased Use of Training Partnerships and Outsourcing Training

• Training departments will increase partnerships with academic institutions to provide basic skills training and to develop customized programs. The role of external suppliers of training increases.

• Application Service Provider (ASP)

Training and Development From a Change Model Perspective

• First of all training is a tool to bring change-in b/r, attitude or skill

• For new training or development practices to be successfully implemented, they must be accepted by the customer (Manager, upper manager, employee)..

• Change is not easy & resistance might occur at any time. So a change model is developed where the process of change is based on the interaction among four components of the organization.

A Change Model

Training and Development From a Change Model Perspective

• Change related problems:

1. Resistance to change

2. Control

3. Power

4. Task Redefinition

Steps in a Change Process(recommendations for successful change)

15

Methods to Determine Whether Change is Necessary

• From a systems perspective, companies and trainers need to:– understand both internal and external environments.– Specifically, they need to understand the effectiveness and

efficiency of current training practices.– Also be aware of other companies’ practices to ensure that

their training practices are the best possible.

• Concerning this, two concepts are forwarded,

-Benchmarking &

-Process Reengineering

Methods to Determine Whether Change is Necessary (cont.)

• Benchmarking• Process Reengineering

The Reengineering Process

Key Issues in Implementing Change

• Organization Development

• Change Management• Shaping political dynamics• Using training to explain new Tasks• Change Interventions

Disclaimer

• This is prepared simply for practicing presentation-skills andunderstanding slideshare’s online platform. All content is simplyfor the learning purpose. We don’t claim accuracy or completeinformation. All information is presented just for overview. Anyinadvertent use of company name, images are unintentional. & ifbrought to notice, we will remove them.