This article explains the learning and its importance in
improving status of organization; we
will also explore scope of Training and
its relationship to organizational
change. Next, the Training process is
described along with how Training needs
are determined and objectives
established. Then, we look at the
numerous Training methods. Effectiveness
of training program depends upon the
learning of trainees so first of all we
should see what is meant by learning.
Learning is a relatively permanent change in behavior that
results from direct or indirect
• Learning organization
Learning organizations are firms that recognize the critical
importance of continuous
performance-related. Training takes
appropriate action. They are one whose
employees continuously attempt to learn
new things & to use what they learn to
improve product or service quality. The
most important thing in learning is that
all managers should understand the basic
purposes and processes of both Training
also recognize the role of learning
theory in Training.
B. Training Defined:
The heart of a continuous effort designed to improve employee
competency and organizational
performance. Training typically focuses
on providing employees with specific
skills or helping them correct
deficiencies in their performance.
Challenges in Training:
Upgrading employees' performance and improving their skills
through training is a necessity in
today's competitive environment. The
training process brings with it many
questions that managers must answer.
Included in these questions are: Is
training the solution to the problems?
Are the goals of training clear and
realistic? Is training a good
investment? Will the training work?
• Is Training the Solution?
• Are the Goals Clear and Realistic?
• Is Training a Good Investment?
• Will Training Work?
II. The Training Process:
Adjustments in external and internal environments necessitate
change. Once the need for change is
recognized and the factors that
influence intervention are considered,
the process of determining Training
needs begins. Essentially, two questions
must be asked: “What are our Training
needs?” and “What do we want to
accomplish through our TRAINING
efforts?” After stating the TRAINING
objectives, management can determine the
appropriate methods for accomplishing
them. Various methods and media are
available; the selection depends on the
nature of TRAINING goals. Naturally,
TRAINING must be continuously evaluated
in order to facilitate change and
accomplish organizational objectives.