I have attended various training classes but I can single out the good and bad reasons I had in training. To begin with I must define training and development ad reasons for training and development. Training is a planned process to modify attitude, knowledge or skills behavior through learning experience to achieve effective performance in an activity or range of activities. Its purpose, in the work situation, is to develop the abilities of the individual and to satisfy the current and future needs of the organizations (Manpower service commission 1981).
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From the above definition of training I realize that the training and development I attended was not planned this makes the lesions I had quite irrelevant. Although the lesson was mentoring it was not planned and the purpose was not attained because the topic was outsourcing but it is irrelevant to my field of study. I felt that it should be learnt by other people. If the lesson was to be of relevance it should be able to assist the organization to achieve the following; • To help realize the business strategy.
• A means to assess and address skill deficiencies. • To act as a catalyst for management initiatives: culture change, Total Quality Management, Business Reengineering Process, team building, customer service programmes, etc. • To give the organization competitive edge. • To encourage a learning climate (learning organization, knowledge-based organization). However, the lesson I felt that I did not achieve the above objectives. However, credit should be given where it is due because I managed to understand the impact of outsourcing to various economies of the world. It also assisted me to understand the emergence of internet brokers. Training and development it is supposed to help the organization to train the existing employees instead of employing new employees. Training and development plan should have the following; • Discern the training and development requirements from the organizational strategy and business objectives • Analyze the training requirements for effective work performance in organizational functions and jobs • Analyze the existing qualities and training needs of current employees • Devise Human Resource Development plan that fills the gap between organizational requirements and the current skills and knowledge of employees • Decide on the appropriate training and development methods to be used for individuals and groups • Decide who is to have responsibility for the plan and its various parts • Implement the plan, and monitor and evaluate its progress • Amend the Human Resource Development plan in the light of monitoring/evaluation and changes in business strategy