Developing

Within the competitive world markets, today’s managers face greater challenges than ever before to maintain their position among the top economic powers. From a strategic prospective, employee training will become increasingly important during the 1990s because of the pressure to reduce costs and increase productivity. Many companies are finding that they can’t compete in the global market unless they boost productivity and invest in a better- trained and skilled workforce. Employee training is a key factor in improving levels of organization productivity (). Therefore, it is important that the organization enable employees to upgrade their skills and knowledge to meet these changing conditions. Nowadays, any organization should adopt a systemic approach to training and development. Systemic training is that which is specifically designed to meet defined needs, followed by deciding what training is required to satisfy the needs. The next step is to find experience trainers to plan and implementing the program. Of course, follow up and evaluation is a must to ensure that it is effective. However, training programs can easily be irrelevant, outdated or redundant. Organizations run the risk of providing training for training‘s sake. In the following paragraphs, we will discuss why training and development is important to an organization, identify training needs, design training program and conduct training, and evaluation of training.

Training has been variously defined. There are probably as many different definitions of training as there are people involved in training. A common confusion that exists is the distinction between training and development. While training and development are similar, there are some important differences. Training may be defined as the systemic advancement of the knowledge, skills and attitudes required by an individual to perform adequately a given task or job. It includes not only the knowledge received but also the constant...