Role of Strategic Training and Development in Organizational Success

3385 words 14 pages
Role of Strategic Training and Development in Organizational Success
Dr. S.K.Prasad, Director, New Horizon Leadership Institute Introduction
By definition, training and development refers to the process to obtain or transfer knowledge, skills and abilities needed to carry out a specific activity or task. The benefits of training and development--for both the employer and employee--are, in fact, much broader. To meet current and future business demands, training and development encompasses a wide range of learning actions, from training for tasks and knowledge sharing to improved customer service and career development, thus expanding individual, group and organizational effectiveness.
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For example, global organizations like P&G, Intel, Cisco, Dell, Pepsi have committed to employee development and are able to attract and retain highly qualified employees.

Therefore, initiatives such as strategic training and development that directly support the organization's strategic goals and objectives are essential. To evaluate training and development--from pre- to post-training--HR should follow a sequenced process to determine the strategic value of training outcomes: 1) conduct a needs analysis; 2) develop measurable learning outcomes and analysis of transfer of training; 3) develop outcome measures; 4) select an evaluation strategy; and 5) plan and execute the evaluation process. Training outcomes include cognitive outcomes (safety rules, steps in appraisal process), skill-based outcomes (listening and coaching skills), affective outcomes (satisfaction with training, attitudes regarding other cultures), results (lower absenteeism, fewer accidents), and return on investment (economic value measured in monetary value).

Benefits of a Learning Organization

In 1990, Peter Senge's book, The Fifth Dimension, introduced the concept and value of a learning organization to the attention of the business community. To develop, nurture and maintain a learning organization requires strategic focus on the purpose of learning for both the employer and the employee. For a learning


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