Page 59 - DMGT518_TRAINING_AND_DEVELOPMENT_SYSTEM

Training and Development System

Notes 18. Altruism
19. Sociability
20. Interpersonal aggressions
21. Rules orientation

22. Administrative efficiency
23. Conventionality
24. Readiness to innovate.
The climate is perceived in the context of the organisation. Hence the studies conducted in the
past for conceiving the prevailing climates in the organisations are presented below:
Table 4.1: Organizational Climate

Investigator Year Organisational Climate Dimensions
Halpin and Croft 1963 Disagreement, Hindrance, Esprit, Intimacy, aloofness Production
emphasis
Forehand and Cilmer 1964 Size, structure, system-complexity, Leader-ship style, Goal
direction.
Litwin and stringer 1968 Risk-tasking vs., complacent compromising vs. unilateral,
unstructured vs, structured, warmth support vs. Centralization,
Expert persuasion vs. Coercion, problem solving approach vs.,
status approach to authority, cooperation’s. Competitive
approach, Employee task fit vs. Lack of employee task fit,
performance base reward vs. Expediency reward, High
performance vs. Low performance.

4.1.2 Advantages of Designing Training and Development Programme

The major advantages are:
1. To effectively achieve the goals and objectives of the training and development programme.
2. To pave the way for systematic learning experiences to the trainees to improve their job
performance.
3. To imbibe a culture of continuous learning and development amongst the trainees.
4. To deliver value for money to the trainees as well as organisations.
5. To enable employees to attain abilities in order to perform adequately.

6. To develop a platform for knowledge, skills and attitudes in an activity.
7. To prepare existing employees for higher level jobs. Existing employees require refresher
training so as to keep abreast of the latest developments in job operations. In the face of
rapid technological changes, this is an absolute necessity.
8. To make employees mobile and versatile. As a result, the employees can change jobs
quickly, perk up their functioning levels and achieve career goals comfortably. They can
be placed on various jobs depending on organizational needs.
9. To bridge the gap between what the employee has and what the job demands as well as to
make employees more useful in the long run.
10. To eliminate incorrect working procedures and poor work habits and ensuring that only
the best methods are taught.

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