خلاصة:
Employee development and training programmes are essential to the global success of firms.
These programmes help organisations raise employee productivity and promote corporate
culture while also allowing employees to expand their skills. These training programmes,
while necessary for the survival of today's enterprises, were not part of the organization's
culture from the start. Training as a concept did not arise until the late 1930s. Training became
a notion during World War II, when the US government cooperated with the country's
industries to train workers in order to increase the production of military hardware. Following
the war, several businesses began providing classroom and on-the-job training to their
employees in order to improve their overall efficiency. The ISD model was used to design the
trainings. Becker's Theory on Human Capital clarified that training should be viewed as an
investment rather than a cost to the organisation. Because of the increasingly complex nature
of work and developments in instructional technology, the major site of training has shifted
away from the classroom to videos and simulation. Training programmes are no longer
planned separately from an employee's job, but are rather integrated into the work process,
allowing individuals to grow while they work. Employee training has become more interactive
owing to the use of Artificial Intelligence, Virtual Reality, and Machine Learning. Trainees
can now experiment and judge the implications of their actions in real-life scenarios. These
technology improvements have benefited both individuals and businesses because these tools
provide real-time feedback to employees, allowing them to take prompt action and correct
problems. Training & Development programmes have progressed from being an
organization's initiative to becoming a vital element of the organization's strategy, and will
continue to progress in the future, providing a variety of benefits to the organisations.
ملخص الجهاز:
MBA Student, Xavier Business School, St. Xavier’s University, Kolkata, India Abstract Employee development and training programmes are essential to the global success of firms.
These technology improvements have benefited both individuals and businesses because these tools provide real-time feedback to employees, allowing them to take prompt action and correct problems.
Introduction Training and development refer to learning programmes within a firm that are designed to improve employees' knowledge, skills, abilities and attitudes while also offering information and instruction on how to do specific tasks more effectively.
With the purpose of employee long-term development, training programmes can be produced independently or with the help of a learning management system.
As a means of supporting employee growth and gaining a highly qualified workforce, an increasing number of firms of all sizes have adopted "continuous learning" and other components of training and development.
By comparing the evolution of Organisational Behaviour in different eras – Classical, Behavioural and Modern, we identify its impact on need for training and how the focus eventually shifted from mere technical upskilling to overall development of an individual.
However, as the psyche of the employees was understood and their motivation to work, various learning theories contributed to enhancing the training to developing individuals.
After the end of the World War II Training and Development emerged formally, when there was a dramatic increase in the need for trained workers who could contribute to technological evolutions.
Organizations can benefit from new experiential learning methods to increase the feedback experience required for skill development.