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Training and Development System
Notes
8 LOVELY PROFESSIONAL UNIVERSITY
3. Striking a healthy balance between work life and personal life.
4. Striving to create humane work places.
5. Acknowledging intellectual capital as the lifeblood of organization.
6. Developing a sense of social responsibility
7. Embracing globalization.
8. Embracing multi-culturalism.
9. Partnering in the fundamentally changing role of education.
10. Managing knowledge and learning effectively.
11. Developing partnership and collaboration internal and external to the organization.
12. Fostering life long learning.
The forces of liberalization, privatization and globalization have intensified the pressure to
narrow down the scope of training and development. In this regard seven areas have been
identified in which training and development can positively affect the forces of globalization.
They are:
1. Involvement of training and development professionals in the development of political
systems, democracies, transparent administration and non-discriminatory legal systems.
2. Economic growth and poverty reduction by development of workforce skills and
intellectual capital. Poverty is a critical HRD issue because it deprives people of choices
and significantly reduces their level of well being, limits participation in political and
developmental processes and is associated with unemployment, lowered productivity,
poor health, nutrition, housing and security.
3. Training and Organization/Work Place Learning: Training should play a much stronger
role in workplace learning by working as a strategic partner with other functions such as
OD IT and HRM. In the global context, the challenge for training and development is to
find and maintain that global – local balance, constantly assisting the organization in
adapting to changing business social economic and political conditions.
4. Education and Vocational Training: HRD professionals focus more attention on the training
of teachers, administrators, and policy-makers at local, state and national levels. Much of
the world’s potential workforce lacks basic skills necessary for the modern work place.
Training in both developed and developing nations could better assist vocational education
programmes to develop competencies that fill these emerging gaps.
5. Developing Global Leadership: Training should steer the entire organization towards
developing a global mindset. This concept has been defined as openness to other cultures
that facilitate international dealings and decisions. A global mindset is often characterized
by tolerance, flexibility, curiosity and ability to deal with ambiguity.
6. Technology and Knowledge: HRD professionals in future through training could strengthen
the role in helping individuals, organizations and nations to acquire, knowledge, absorb,
communicate knowledge through technology.
7. Training and Environment: Training and development professionals could enhance their
value by encouraging all institutions of the society to work for protection of the
environment.
Globalization demands a more holistic and systematic approach that recognizes individuals as
part of an interconnected human development chain. Training and development professionals