helpful for HR

1. REPORT ON TRAINING AND
DEVELOPMENT
Made by: Your Name
APRIL 20, 2017

2. Contents
Overview:...........................................................................................................................................2
Importance of Training and development in Workplace........................................................................3
Tackle short-comings:.....................................................................................................................3
Improvementin Performance:.........................................................................................................4
Employee satisfaction: ....................................................................................................................4
Creates a learning culture:...............................................................................................................4
Enhances company Image and reputation:.......................................................................................4
Training: Global best practice..............................................................................................................4
Inter-cultural competence training:..................................................................................................5
Automation and the Future of training.................................................................................................5
How training hasevolved....................................................................................................................6
Recommendations..............................................................................................................................7
Virtual reality and training:..............................................................................................................7
Micro training:................................................................................................................................7
Mobile Technology: ........................................................................................................................7
Learning Management System:........................................................................................................7
Adaptive learning:...........................................................................................................................7
References.........................................................................................................................................8

3. Overview:
Training and development are the tools used by the organizations to make employee’s
performance more polished and better. Training has been defined as:
 Acquisition of knowledge and skills for present tasks
 Tool to help individuals contribute to the organization and be successful (Fitzgerald,
1992)
Training has the purpose to make employees more committed to the organizational goals and
achieve success in their current positions for their growth in the organization. Basically, it has
been defining tool for most of the organizations success and output.
Whereas, Development has been defined as:
 Acquisition of knowledge and skills that can possibly be used in the present or future.
 The preparation of potential individuals to give benefit to the organization.
 The act of being involved to many different activities to the organization. (Fitzgerald,
1992)
This is also a crucial to the managing environment for the organization to make employees more
refined and helpful to the organization once they use their skills in the organization for its
betterment and success.
These both tools are crux of any organizational workforce to make it more working and great.
Training and development has been the definite factor behind creating a major shift in the
workplace to more excellence and quality.

4. There are several types of trainingthatisimportantforthe organizationtogrow healthierandbetter.
(Jackson)
Importance of Training and development in
Workplace
In the world of rapid competition and intense workforce motivation, training and development
provide employees to refine their current skills, acquire new skills, perform better and increase
the productivity of the organization. (Chopra, 2015)
There are following reasons that organizations prefer training and development within the
organization.
Tackle short-comings:

5. The initial training is made for the upcoming new employees who may be a beneficial part of our
organization. They need to adapt to the present environment, culture and happenings in the
organization to perform more effectively and efficiently. Sometimes, the organizations are meant
to provide focus trainings towards the employee’s skills that demonstrate the importance of the
position they are currently possessing and manipulating.
Improvement in Performance:
It is also importance because it improves one’s performance to utilize efficient skills among the
individuals. That’s why, every department in the organization has been attached with the training
and skills needed to develop.
Employee satisfaction:
Training and development provides with the motivation to the individuals working for the
organization. “if the human resource is not properly motivated and trained, the management will
not be able to accomplish the desired results” (Dr. B. Nagaraju, 2015). Therefore, it is vital for
the company to train them to make them satisfied.
Creates a learning culture:
Training employees would enable them to stay motivated towards the work they do in the
organization. Due to extensive relationship with the organization they tend to behave more
according to organization and it enhances a healthy relationship among the employees.
(Anonymous, 2016)
Enhances company Image and reputation:
When an enthusiastic training and development work is going on in the company it creates an
aesthetic view to the emerging talent in the market which will yield brand image and progress of
the company. It also helps attract new recruits to prefer the organization most likely.
Training: Global best practice
Current state of the global best practice for training is to maintain well-trained employees
throughout the world to make it more successful and can compete in the fast-changing
technology and market. Many employers are gaining a great focus on the going global and
considering the intensive training for their employees.

6. Effective global strategy for training requires great considerations such as legal issues,
technology, and business process along with linking strategies to training to get the most of it.
Therefore, we will look closely to each of these practices in more detail to gain the advantage of
analyzing which training help us out in making a difference.
According to a report, the number of U.S job skills certifications declined 18% in one year, while
there was a 47% increase in similar certifications in India (Jackson). This provides the
conclusion that U.S firms may not remain innovative and strategic leaders much longer due to
decline. Training must be a global strategic success for the companies now a day.
Therefore, companies today are more focusing on the inter-cultural competence training.
Inter-cultural competence training:
This is a type of training that collaborates several people from diverse cultures to share their
preferences and skills to make human social skills flow and know different personality
characters. The trainers consider three components as most important
 Cognitive: what the person knows about other cultures?
 Emotional: how responsive is the person to other and its own cultures and traditions
 Behavior: how does a person acts among variety of people and cultures.
Automation and the Future of training
Since the technology has put enormous impact on the way the training is taken, it is vital for
different companies to comply with the present growth in the technology to gain competitive
advantage in the market over others. It has effected the workforce in variety of ways. According
to manpower group, the skills generation highlights challenges and responsibilities that this
generation will face in the workplace in the future. (Taylor, 2017)
 3 out of 4 businesses expect that automation will require new skills from employees,
therefore 60% are investing in internal training to keep skills fresh.
 65% of the jobs Generation Z will perform do not yet exist in the workplace, and many of
the core skills we place value on today will be replaced by 2020.
 Around 45% of present day’s tasks could be automated in the next two years, with roles
in sales, business operations and administration primarily under threat.
 If current trends continue, women may lose their jobs at five times the rate of men, which
highlights the need for upskilling and retraining the workforce.
Since the automation has multiple impacts on training, companies are now trying their level best
to make most the leadership qualities in the employees. Many people believe on the changing
conditions in the environment where different people find it more optimistic about the future of
the training.

7. Considering the automation happening, leaders should shape workforce in following ways in
future.
1. Invest more on training: more investment on training would make them more favorable
for the organization
2. Redesign the work we do: it is reported that co-creating new, role-based and gig-like
employment opportunities to allow employees to experience separate roles and
departments.
3. Develop the talent pipeline: talent management will be important and crucial factor in
organizational success. Therefore, succession planning and recruiting talent at regular
intervals will make organizations updated.
How training has evolved
Various organizations have shifted the way the firms treat their employees and train them
according to their job responsibilities. At Netflix, they believe in the philosophy of hire, reward,
and tolerate only fully formed adults (McCord, 2014) they say they have the standard paid-off
time policy. People got 10 vacation days, 10 holidays, and a few sick days. We used an honor
system—employees kept track of the days they took off and let their managers know when
they’d be out. So, this is how the treatment of people changed the way people are doing in the
workforce. They create the perfect match between the job and characteristics of the employees
working in the organization. (Baer, 2014)
While at Google, it follows the procedure with Need analysis of the employees and design
effective programs to meet those needs of the employees and make innovative employee in the
organization for more success and attention. They also look after performance appraisal at most
of the part to make it happen for employees. (LOMBARDO, 2017) some the initiates used by
google to make employees satisfied are
 Reiterate training
 Room to play
 Keep learning materials up-to-date
 Ask employees about their course preferences
 Identify potential mentors within management
 Motivate employees to coach one another
 Give employees projects to practice new skills
At Amazon, it is a different case in terms of managing people. Two of the above companies use
do soften for the employees however at amazon employees are penalized for taking time off the
job. At amazon, they have the concept of leadership among the employees and they need to be
extra efficient in terms of work and quality management. (Jodi Kantor and David Streitfeld,
2015).
Considering these example training has evolved as a

8.  Softening the burden over employees
 Flexible culture of the organization
 Balancing career achievements and work
 Focus customer satisfaction and improvement
Recommendations
Conclusively,inthe fast-changingworldof technologytrainingshouldbe acceptable tostandardsand
criteriaof the technologytomake ithappen.Followingare recommendationforthe future trainingin
the workplace.
Virtual reality and training:
Since virtual technology is the future of most the experiential things in the world. Because it is 6
times faster than theoretical training. Along with it, virtual reality safety measures is the best
practice for the learning of the employees to comply.
Micro training:
This is the most emerging tool used by the organizations to make a formal learning of the
employees regarding the workforce. It is the active process of knowledge creation using social
interactions etc.
Mobile Technology:
Mobile technology has transformed everyone’s life and making it more convenient for the people
to learn new things, acquire new skills and improve the current one. Going mobile would allow
organization to minimize the gap among the employees and make healthy process of learning.
Learning Management System:
This is the software to take care of the all the learning objective of the employees to make them
more connected with the company.
Adaptive learning:
We should follow the adaptive learning process. It allows employees to learn on their own pace.
The development approaches are determined and make the employee to work on these
approaches for the healthy growth in talent and innovation.

9. References
Anonymous.(2016).Importance of employeedevelopment. ManagementStudy Guide,3-4.
Baer,D. (2014). Netflix’sMajorHR Innovation:TreatingHumansLike People. FastCompany,1-5.
Chopra,B. (2015). Importance of traininganddevelopment. preston press,1-2.
Dr. B. Nagaraju,A.M. (2015). JobSatisfactionthroughTrainingandDevelopmentProgrammes- A Case
Studyat J.K.Tyre Ltd, Mysore. IOSRJournalof Businessand Management(IOSR-JBM,5-9.
Fitzgerald,W.(1992). Trainingversusdevelopment. Training and development,81-84.
Jackson,R. L. (n.d.).Traininganddevelopment.InR.L.Jackson, Human ResourceManagement (pp.250-
256). U.S: JonesandBartlet.
Jodi Kantorand DavidStreitfeld.(2015). secret's of Amazon HR. New York: New YorkTimesWriters.
LOMBARDO, J.(2017). Google’sHRM: Training,Performance Management. BusinessManagement,1-5.
McCord, P. (2014). How Netflix reinventedHR. Harvard BusinessSchool,1-5.
Taylor,T. (2017). How automationwill impactemployeetrainingandcompanyleadership. HRdrive,1-3.