Suggestions on improving the
training and development procedures on selected
Organisation
By analyzing the above facts,
the bank’s staff should be equally updated with technology to support the banks
overall vision and that requires the correct individuals with the appropriate
skill set to serve the customers by communicating the technological brand. Further,
training sessions or awareness programmes which are in line with the career
progressions are limited within the bank. Therefore, characteristics like being
futuristic and succession planning have a negative impact which is not good for
the employees as well as the bank. There are two main objectives that are met
when moulding the employees in these training sessions. They are keep the
employees connected and aligned with the future of the organization and
guaranteeing that the organization has a set of skilled employees who will
provide the entity with a robust succession planning. (Olenski,2015).
Following are few strategies
that will develop the employees of the bank.
- Conducting
performance appraisals time to time – Not only carrying out training and.
development sessions the bank has to monitor whether the employees have gained
the necessary skills to perform the task effectively. So that appraisals should
be carried out by the immediate supervisors.
- Assigning
tasks for the employees outside the job function – This will definitely help
the supervisors to understand how well the obstacles, challenges and other
activities will be managed by the employees. This provides a great exposure for
them to learn in handling work in the competitive world.
- Trainings
to eliminate/reduce the employees for resistance to change – While giving on
the job training and other planned training sessions, the employees can be
assigned with new tasks which they have not done before or an alternative
procedure to do the tasks in an effective manner. This will help them to step
out from the paradigm culture of traditional banking.
- Create
more interactive sessions and workshops – Since banks are based on service
industry working efficiently, effectively as teams are more important to
maintain the level of customer satisfaction. The financial industry is always
competing for the best rates for deposits and lending which is called “the
interest rate war” which all banks fight for. But currently banks mainly focus on
the service and the value additions that they provide for the customer at their
convenience.
- Give
the recognition to the ‘stars’ at work – This fact will definitely motivate the
employees and will help to strive towards the goals of the bank. Without
providing only the training sessions and developing employees, it is a must to
recognize the ‘stars’ at work by providing them with the necessary rewards.
List of references
Olenski, S. (2015). 8 Key
Tactics International for
Developing Employees. Available: https://www.forbes.com/sites/steveolenski/2015/07/20/8-key-tactics-for-developing-employees/#cb5dd596373d. [Last accessed 01st April 2018].
Most of the companies now using learning software and programmed systems in order to identify and develop the profession capacities of employees with long term career path with in the organizations (Jehanzeb & Bashir, 2013).
ReplyDeleteAccording to G.P. Nunvi (2006), training programs are focused towards continuing and improving current job performance while progress needs to improve skills for future jobs. Considering the rapid progress in the technology, certain jobs become dismissed with the replacement of old models. Further continuity of new learning methods and competence becomes essential for the current job as well as to prepare for the future jobs.
DeleteIn adding to what you have mentioned, A tool to enhance the employee performance is training and development. Individual performance is the most important and major factor which contributes to the overall performance of the organization (Khan,Khan and Khan,2011).Further cross cultural training allows an employee to perform their job in a different culture and adjust psychologically to live with that culture (Bhawuk & Brilin ,2000)
ReplyDeleteAccording to Farooq. M, & Aslam. M. K (2011), Effective training helps to develop the employee’s capability, capacity and ultimately creating decent working environment within the organization.
DeleteTraining is an ongoing process involving the entire workforce (Ganesh, 2015).Scott Brum (2007) highlighted when employees get more trainings their dedication levels are high more than other employees and also keeping qualified employees is an important part of an organization's competitive advantage. Long-term employee performance improves organizational performance and improves organizational productivity. It also reduces the cost and time required to recruit and develop new employees (Anis et al.,2011).
ReplyDeleteThe developed employees are more satisfied and delight with their job, hence on a long term increasing the firm productivity and profitability. (Champathes, 2006).
DeleteIf the organization in line their training tools to the technology-based learning. According to Tarique, (2014) below advantages will received by the organization
ReplyDelete• Time to deliver training and costs of delivery are reduced.
• Coaches can reach any place even learners located in different places.
• There is flexibility in customizing instructional content to suit individual learner in terms of control, learning needs, and learning styles.
I agree with you. In the global context, the technology plays a vital role. Technology allows companies to conduct training to employees almost anywhere and at any time in today's fast changing business environment. We see many large corporate financial institutions that operate on globally, such as Citigroup, SCB and HSBC, rely largely on technology to conduct compliance training to their employees located in any countries (Sussman, 2006)
DeleteThere are many ways that an association can meet its training and development needs. A few organizations centralize the function, regularly by finding it inside the HR division. In this mode, HR experts who have a specialty in training and development give all training to all organization employees. Different organizations centralize the training function, however they find it in a training department that does not answer to HR (Walters 2013)
ReplyDelete"Generally Human Resource Management is responsibility for the effective training and development in an organization.
Delete(Beardwell & Holden, 1993), stated that Human Resource Management concept is the responsibility to the organization development and quality growth have driven senior management groups to understand the increased significance of training, employee development and long - term learning. A concept of this nature needs a careful planning and more emphasis on employee development."
Hi Renuka, thought of sharing few basic ideas regarding your topic. Stolovitch and Keeps (2011) differentiate 4 key words. They are:
ReplyDeleteTraining – Create a change in learners that they reproduce what is taught without variation.
Instructing – Help learners to generalize beyond the specifics of what is taught.
Educating – Build general mental models and value system over a period of time (long-term).
Learning – Change/transform learners in ways that are desirable both for them and for organization.
Developing people is like growing a plant. We cannot make the seeds grow, but what we could do is to provide the environment they need to flourish – water, good soil, the right amount of sun and shade, fertilizer and protection from weeds and pests. In the same way, an organization cannot make people develop, but it could provide the environment that staff need to flourish (ATG Educational,2008).
"Human resource management is the method, where organizations manage their staff and help them to progress (McCourt & Eldridge 2003) in order to achieve organizations’ missions and objectives effectively.
DeleteAccording to Gordon (1992) Training is a type of activity which is a prearranged, systematic and it results in improved level of knowledge, skills and competency that are required to perform work effectively. Development is a broad on going multi combination of activities (training activities among them) intended at getting someone or an organization up to superior performance, often to perform better job or a new role in the future (McNamara 2008)."
As Reynolds (2004) points out, training has a complementary role to play in accelerating learning: ‘It should be reserved for situations that justify a more directed, expert-led approach rather than viewing it as a comprehensive and all-pervasive people development solution.’ He also commented that the conventional training model has a tendency to ‘emphasize subject-specific knowledge, rather than trying to build core learning abilities’.
ReplyDelete"Learning is a very important component of Training and it helps employees to learn, improve their abilities and execute the task more efficiently.
DeleteLearning is an important process that is seen through enhancing the knowledge, improving the skills, behaviours and attitudes during training and generalization to the transfer context (Baldwin & Ford 1988)
According to Kenney & Reid (1986) prearranged training is the deliberate intervention aimed at reaching the learning needed for improved job performance."
Most of the companies now using learning software and programmed systems in order to identify and develop the profession capacities of employees with long term career path with in the organizations (Jehanzeb & Bashir, 2013)
ReplyDeleteAccording to G.P. Nunvi (2006), training programs are focused towards continuing and improving current job performance while progress needs to improve skills for future jobs. Considering the rapid progress in the technology, certain jobs become dismissed with the replacement of old models. Further continuity of new learning methods and competence becomes essential for the current job as well as to prepare for the future jobs.
DeleteHi Renuka, after each training programme, the efficiency of the employee should be assessed in order to measure the effectiveness of the training programme, and only then the employer will be able to get a clear understanding on the employee's improvement by the training (Patro, 2018).
ReplyDelete"Very true Achintha, I totally agree with your statement. There should be a clear mechanism to evaluate the post training benefits the employee receives soon after the training. Otherwise the training given will be fruitless.
ReplyDeleteAccording to Stoner (1996) that the efficiency is the ability to produce the anticipated outcomes by using as least resources as possible while effectiveness is the ability of employees to fulfil the desired objectives or goal."