Page 31 - DMGT518_TRAINING_AND_DEVELOPMENT_SYSTEM

Training and Development System

Notes
Did u know? The training of sales staff tends generally to be delegated to the marketing
and sales division, since the job specifications for such people require different emphases
training.

There is a sound argument, however, for allowing training specialists to examine the social
skills needed from an analytical point of view as the expertise in teaching such skills may not
exist within the marketing function.

Development with Growth
In order to provide a fair idea of the organisation of training, a detailed report on the training
facilities in a private sector and in a public sector is required to be made. For instance, Voltas and
Siemens are covered under the private sector, one a national and the other a multinational.
Rashtriya Chemicals & Fertilizers is covered under the public sector.

2.4.1 Models of Organising Training Department

Training is a sub-system of the organization because the departments such as, marketing and
sales, HR, production, finance, etc., depends on training for its survival. Training is a transforming
process that requires some input and in turn it produces output in the form of knowledge, skills,
and attitudes (KSAs).
The three model of organizing training are:
1. System Model
2. Instructional System Development Model

3. Transitional Model

System Model of Training

A system is a combination of things or parts that must work together to perform a particular
function. An organization is a system and training is a sub-system of the organization. The
System Approach views training as a sub-system of an organization. System Approach can be
used to examine broad issues like objectives, functions, and aim. It establishes a logical
relationship between the sequential stages in the process of training need analysis (TNA),
formulating, delivering, and evaluating. There are four necessary inputs i.e. technology, man,
material, time required in every system to produce products or services. And every system must
have some output from these inputs in order to survive. The output can be tangible or intangible
depending upon the organization’s requirement. A system approach to training is the planned
creation of a training programme. This approach uses step-by-step procedures to solve the
problems. Under systematic approach, training is undertaken on planned basis. Out of this
planned effort, one such basic model of five steps is system model that is explained below.
Organizations are working in open environment i.e. there are some internal and external forces,
that poses threats and opportunities, therefore, trainers need to be aware of these forces which
may impact on the content, form, and conduct of the training efforts. The internal forces are the
various demands of the organization for a better learning environment; need to be up to date
with the latest technologies.

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