Unveiling a strategy for talent growth is essential for organizations aiming to foster a skilled and engaged workforce.
Lifelong learning, training, and retraining: To address the mismatch between available skills and required skills, individuals need lifelong learning, training, and retraining, while firms need to increase their training investment. Many organizations invest in systematic management training and development efforts.
Firms invest in training through various methods, including:
-In-house programs: Many organizations invest in systematic management training and development efforts. Some corporations develop their own systems of technical classes, supplementing direct work training.
-On-the-job training: This includes socialization into the organization's practices, values, and culture. Career paths and job rotation policies also contribute to training and development.
-External programs: Firms may encourage further education by paying tuition fees or allowing free time to attend classes.
-Specialized training: New industries have created new needs, leading to highly developed training programs.
-Management development: Identifying high-potential managers early and placing them on a "fast track" developmental path is another strategy.
Training techniques: Formal lectures have given way to group discussions, case studies, role-playing, and audiovisual aids. Sensitivity training helps individuals study their behavior and reactions to one another through group discussion. Evaluating training program success involves assessing whether the effort is justified by greater overall efficiency and more successful operations. While the actual cost can be calculated, quality and ultimate success require value judgments.
Methods for measuring success include:
-Tests: Craft and routine occupational skills can be measured against agreed standards.
-Statistical analysis: Analyze training data and feedback to improve training performance.
-Subjective assessment: Supervision, management, and administrative tasks depend on personal capability as much as knowledge and experience, making them harder to measure. Knowledge can be imparted and experience acquired, but the guided development of personality is more difficult to assess. It's hard to mathematically assess how training opportunities offered to a senior executive during their career have aided professional development.
Unveiling a strategy for talent growth is essential for organizations aiming to foster a skilled and engaged workforce. The challenge today is for organizations to build a lasting capacity for continuous learning in order to build a culture of learning within the organization.
0 comments:
Post a Comment