Learning and development is the
bedrock of talent management. It touches and is the key-driver behind, nearly
all parts of the talent cycle and is actually a core enabler for delivering
many of the talent processes. In the last two decades the Indian economy has
witnessed tremendous change in terms of global competition and technological
advancement. As a result of these changes a lot of organisations have had to
undergo restructuring which has led to a significant transformation in the work
practices. This has led to demand for new job skills, greater levels of
workforce which has a big impact on learning and development provided to the
employees.
Organisation Transformation often results in anxiety, confusion,
anger and withdrawal amongst employees. According to a recent survey conducted
by Deloitte, less than 8% of hr leaders have confidence that their teams have
the required skills to meet the challenge of global environment and
consistently deliver innovative programs that drive business impact.
In order
for HR teams to become better business partners, they need to develop deeper
business acumen, analytical skills, learn to operate in the capacity of
performance advisors and most importantly understand the needs of the 21st
century workforce. This, one could say is the responsibility of the learning
and development team to make sure the employees acquire these right tools over
a period of time which could positively impact an organisation’s business
results. Sadly though, despite of the challenges and need to overcome them,
merely a few organisations are emphasizing on the need for training and
development. The organisations which do don’t have effective modules.
An issue
with regards to the training and development modules are that most of them are
one size fits all kind of training. The training imparted is based without
judging the caliber of the individual in question or the job profile. Often
trainers conduct programmes without considering the background of people
involved and whether they understand the process in consideration. Also most
trainers still continue with the old format of PowerPoint presentations without
any add-ons in the form of videos, games or any other entertaining ways of
getting the message across.
Shifting focus to those being trained, it has been
seen that the participants of a training programme consider the training to be
a time to relax from their busy schedule and have fun. Often it has been seen
that these participants don’t take the trainings seriously. It would be safe to
say that that in order for the process of learning and development to be
complete and show results in the financials, trainers must understand the end
customers and the main reason behind why the training is being conducted while
the participants need to buckle up and show some seriousness and genuine
interest towards these programs .
- Sarthak Daing
(Batch 2014-16)
0 comments :
Post a Comment