Corporate training and development is fast taking a major priority in many organizations today, because of the good results that it has brought upon many companies. Because of the different levels of understanding and perspective of this program they resorted to giving it different names.
Training, education and development are the three main divisions of this human training; some have looked at them as the same. The trainers of corporate training had not agreed with these experts, but they have seen the division to be separate and complementary. Illiterate staff will not be able to flow along with the organizational goal; they will keep dragging back the wheel of progress and allow competitors to have undue advantage which they do not qualify for.
Among the stakeholders involved in corporate training, senior managers only have the authority to sponsors it. In the organization set up business planners occupy a very strategic position hence they are number one category of staff that needs human development training. Getting the participant interested in the training is one of the major job that the trainers will face. Different departments are motivated by different factors; hence there may clashes in interests involving two or more department based on this.
For relevance of employee in this fast changing world, there is need to learn and unlearn new things on constant basis to keep up with changes in the corporate world. This training is a good tool to appraise the performance of staff in an organization and to motivate those that are committed to their jobs. Many stakeholders have talents which have not been utilized because it was not given opportunities, talent development should be encouraged and done to achieve this. Talent development may be reserved for the top management staff if the company cannot afford training all their staff in this area. But it should be encouraged. Through training and retraining of staff, many successful organizations have been able to bring staff turn over, reduces loss in other area, and concentrate on development activities.
Organizational structures are now pattern to give room to active training as part of the norms; this is now taking a very important part of their policies. The new trend that has emerged in the 21st century are companies moving away from the traditional method of training and customizing human development training to suit their own company norm and preference. The economy has taught lots of organizations to conserve whatever good part of their factor of production they have, the major ones being employees, hence they now resort to training and retraining them.
Giving workers the right atmosphere and frame of mind to actualize their training is also very important if the money spent on training is to be well utilized. into it if they want to grow with the company. Many organizations cannot afford having a training department because of the extra cost of setting up and sustaining such a department, this together with the cost of hiring experts for training has been a major obstacle before these companies today.
Training, education and development are the three main divisions of this human training; some have looked at them as the same. The trainers of corporate training had not agreed with these experts, but they have seen the division to be separate and complementary. Illiterate staff will not be able to flow along with the organizational goal; they will keep dragging back the wheel of progress and allow competitors to have undue advantage which they do not qualify for.
Among the stakeholders involved in corporate training, senior managers only have the authority to sponsors it. In the organization set up business planners occupy a very strategic position hence they are number one category of staff that needs human development training. Getting the participant interested in the training is one of the major job that the trainers will face. Different departments are motivated by different factors; hence there may clashes in interests involving two or more department based on this.
For relevance of employee in this fast changing world, there is need to learn and unlearn new things on constant basis to keep up with changes in the corporate world. This training is a good tool to appraise the performance of staff in an organization and to motivate those that are committed to their jobs. Many stakeholders have talents which have not been utilized because it was not given opportunities, talent development should be encouraged and done to achieve this. Talent development may be reserved for the top management staff if the company cannot afford training all their staff in this area. But it should be encouraged. Through training and retraining of staff, many successful organizations have been able to bring staff turn over, reduces loss in other area, and concentrate on development activities.
Organizational structures are now pattern to give room to active training as part of the norms; this is now taking a very important part of their policies. The new trend that has emerged in the 21st century are companies moving away from the traditional method of training and customizing human development training to suit their own company norm and preference. The economy has taught lots of organizations to conserve whatever good part of their factor of production they have, the major ones being employees, hence they now resort to training and retraining them.
Giving workers the right atmosphere and frame of mind to actualize their training is also very important if the money spent on training is to be well utilized. into it if they want to grow with the company. Many organizations cannot afford having a training department because of the extra cost of setting up and sustaining such a department, this together with the cost of hiring experts for training has been a major obstacle before these companies today.
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