Please discuss your perspectives, understandings, answers, examples and/or appro
ID: 359225 • Letter: P
Question
Please discuss your perspectives, understandings, answers, examples and/or approaches for the following questions.
1. Why is training such a critical strategic issue for organizations?
2. How is training likely to change in the future?
3. What are the advantages and disadvantages of on-the-job, off-the-job, and online training? For what types of training is each approach most appropriate?
4. Explain the relationship between training and organizational development. How might each contribute to strategic HR management?
Explanation / Answer
1.: Training will equip the employees with updated informations, new skill sets, revamping their capabilities, connecting more with business envornment in both theoratical and practical way. This helps in budiling strategies, goals and aiming for bigger challenges.
2: Training nowadays has become more into online based calss room session. The current trend is more lively and interactive modules where people can activielye participate , asking questions, discuss on the various scenarios. Using VR, Artificial intelligence kind of tools training has acheived new phases where more live data and information can be incorprated and understand or training effectiveness can be easily calculated.
3:On the job training provide more practical exposure to the employees. A better know how about how the process work, learn through work and practical challenges etc. Disadvantage for on job training is it may not be a focussed training and there wont be any systematic procedure for on job training. Off the job training gives more theoratical aspects and it helps to know more fundamentals about the process . The disadvantage is there will be limited or no exposure to the practical scenarios. Online training is more accpetable because it can be attended from anywhere and it is free to access , without time hurdles everyone can particpate and can redocr it for future reference. Disadvantage is no practical exposure, it may not be that interactive like classroom training.
4:Training and organisational development should work along to identify the right objective, develop the skill set of their resource, need of resource and to be more competitive with their technology and work force. It should be advisory body for all organisational development activities. This helps in updating technologies, analysing the gaps and improving the system. It contribute a lot for HR management in the following ways