Page 27 - DMGT518_TRAINING_AND_DEVELOPMENT_SYSTEM

Training and Development System

Notes The main elements of this paradigm are as under:
 Develop an ambitious vision for the company.
 Identify and focus on core competencies in skills, technology and management system.
 Retain business with high strategic importance and high profitability, divest business low
on both counts.
 Set up Joint Ventures, especially with MNCs to obtain access to global markets, capital
and technologies.
 Develop a lean, flat managerial structure.
 Set up strategic business units.
 Decentralise decision-making (empowerment).

 Exercise control through a sophisticated MIS.
 Have a clear, strong leadership style.
 Cut costs by downsizing.

 Identify key value driving processes and focus on improving them.
Without a strong, integrated HR function, the talent and mindset necessary to manage these new
complex forms will not be developed and organisations will fail.

Effective Utilisation of HR

A very significant change in the context of people and work in organisations is that knowledge
employees are going to be on the increase. More and more employment in an organisation
would be determined by the knowledge and skills which a person brings to the table, rather
than the capability to do physical activity for a price.
Developing Learning Organisations

The existing training culture needs to be replaced by the learning culture-where people are
interested in acquiring information, knowledge, skills, insight and foresight. According to Saru
Ranganekar, there are three areas in which people may develop (a) Contribution Value;
(b) Transfer Value; and (c) Leisure Value.

Did u know? What is Learning Organisation?
Learning Organisation as an organisation that is continually expanding its capacity to
create its future. It systematically captures and communicates knowledge, skills and
processes that support for the achievement of strategic goals.
Our managers have to change from ‘learning managers’ to ‘learn managers’. Learning is by
participation, learn is by doing and learning is internalised by experiencing.
The focus is on finding and implementing. Practically every area of HR can be benchmarked –
Training, Career Planning and Development, Performance Appraisal, Organisation Design, and
Restructuring. It is a good strategy as the pressure builds on HR professionals to demonstrate
the value they add and gain acceptability within the organisation.

22 LOVELY PROFESSIONAL UNIVERSITY