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Training is the most important activity or plays an important role in the development of human resources. To put the right man at the right place with the trained personnel has now become essential in today’s globalised market. No organisation has a choice on whether or not to develop employees. Therefore training has nowadays became an important and required factor for maintaining and improving interpersonal and intergroup collaboration. Company executives recognize greater business growth can
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  Training is the most important activity or plays an important role in the development of humanresources. To put the right man at the right place with the trained personnel has now become essential in today’s globalised market. No organisation has a choice on whether or not to develop employees.Therefore training has nowadays became an important and required factor for maintaining andimproving interpersonal and intergroup collaboration. Company executives recognize greater business growth can be achieved by implementingtraining and development classes in their organizations, according to the U.S. Bureau of LaborStatistics. Training programs offer employees a method to further develop their skills, ideallyresulting in enhanced productivity and quality of work as well as increased loyalty to thecompany. It is the role of the human resources and development (HRD) manager to oversee thetraining and development activities of an organization. Human Resource Development is the integrated use of training, organization, and career developmentefforts to improve individual, group and organizational effectiveness. HRD develops the keycompetencies that enable individuals in organizations to perform current and future jobs throughplanned learning activities. Groups within organizations use HRD to initiate and manage change. Also,HRD ensures a match between individual and organizational needs. TRAINING DEFINED  It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts,rules, or changing of attitudes and behaviours to enhance the performance of employees .Training is activity leading to skilled behavior.    It’s not what you want in life, but it’s knowing how to reach it      It’s not where you want to go, but it’s knowing how to get there    It’s not how high you want to rise, but it’s knowing how to take off     It may not be quite the outcome you were aiming for, but it will be an outcome    It’s not what you dream of doing, but it’s having the knowledge to do it      It's not a set of goals, but it’s more like a vision      It’s not the goal you set, but it’s what you need to achieve it Training is about knowing where you stand (no matter how good or bad the current situationlooks) at present, and where you will be after some point of time.Training is about the acquisition of knowledge, skills, and abilities (KSA) through professionaldevelopment.  Conclusion 1.   The key factor in the success of extension organizations is improving their humanresources. This chapter has discussed various dimensions of human resource managementwhich will help extension managers improve their human resource system. The properplanning and implentation of the human resource system will result in overalldevelopment of extension personnel. This will also enable extension organizations toadapt to the rapid changes occurring in the extension environment of developingcountries.2.   This case study highlights the link between the cyclical process of performance reviewand the way in which individuals can develop a career path. This allows employees tomanage and plan their own training and development. By using a framework of technicalskills and business competencies, Marks & Spencer is able to develop a precise link between the requirements for each post and the necessary characteristics of the people tofill each post.The process enables Marks & Spencer to plan its staffing needs with certainty and investin appropriate areas for training. In an industry where competition is intense, developingstaff has probably never been so important. The success of Marks & Spencer is evidencethat such investment has been worthwhile 3.   Training Design Duties o   The HRD manager analyzes the training needs of the corporation, identifies areasrequiring improvement, and assesses the company's learning environment alongwith the characteristics of the employees that will be trained. The HRD managersets goals and objectives for the training programs and meets with companyexecutives to gain their support of the strategic training plan. Once the parametersof the training courses are agreed upon, the HRD manager designs the necessarytraining course content and selects the most effective delivery method. Training Course Development Duties o   The HRD manager develops the training material using a variety of mediaincluding web-on-demand videos, print or electronic textbooks, instructionaldatabases, or facilitated on-site classes. Production of the training material issupervised by the HRD manager to ensure the identified training goals andobjectives are met. In most cases, the training classes are facilitated by trainingand development staff members. Once the classes have been completed, the HRDmanager evaluates the training results and makes any adjustments needed toincrease the effectiveness of the training.  Employee Development Duties o   Further developing the skill level of employees is another important task of theHRD Manager. Classes are created to assist company personnel with effectivetime management, organizational strategies, resume writing and interview skillbuilding, effective leadership strategies, stress management and career planning.She often plans and implements leadership development programs for employeesinterested in moving to managerial roles. Team Management Duties o   In addition to creating the training courses for the organization, the HRD managesthe training and development staff. He is responsible for recruiting, hiring,training and developing high quality employees for the team. Setting andmaintaining the training budget are also duties of the HRD manager as well asmanaging the team's resources effectively in regards to assigning tasks to teammembers, scheduling training classes and ordering necessary supplies for trainingfunctions. Other Duties o   HRD managers regularly serve as consultants to the company's executivemanagement team for a variety of needs including identifying training solutionsfor under-performing departments of the company, and developing effectivechange management strategies when the organization is going through a mergeror company re-organization. In large corporations, the HRD manager is calledupon to develop succession planning training and development strategies forexecutive personnel. training and learning development  training, coaching, mentoring, training and learning design - developing people Conventional 'training' is required to cover essential work-related skills, techniques andknowledge, and much of this section deals with taking a positive progressive approach to thissort of traditional 'training'.Importantly however, the most effective way to develop people is quite different fromconventional skills training, which let's face it many employees regard quite negatively. They'lldo it of course, but they won't enjoy it much because it's about work, not about themselves aspeople. The most effective way to develop people is instead to enable learning and personaldevelopment , with all that this implies.  So, as soon as you've covered the basic work-related skills training that is much described in thissection - focus on enabling learning and development for people as individuals - whichextends the range of development way outside traditional work skills and knowledge, and createsfar more exciting, liberating, motivational opportunities - for people and for employers.Rightly organisations are facing great pressure to change these days - to facilitate and encouragewhole-person development and fulfilment - beyond traditional training. 3: Developing a career path Harrods stands out from its competitors by providing a wide variety of developmentopportunities for all employees. This means the business can recruit and retain good managers and maintain improvements in sales and business performance. Individuals’ self  -esteem andmotivation is raised. Once a year, managers talk to employees about their progress and ambitionsduring appraisals. Employees then identify their personal development targets. The sales and service programmes include the ‘Harrods Welcome’. This inductio n provides essential training for new employees, such as Harrods’ brand values and The Theatre of Selling. Other courses ensure the effectiveness of Harrods sales associates:    ‘Your Theatre’ is a two -day programme to improve sales skills and provide the highest level of  customer service. It introduces the idea of selling as a ‘theatre’ requiring specific skills andexpertise. ‘The Theatre of Selling’ element covers personal presentation, effective questioning,product selection and closing the sale. ‘The Science of Selling’ develops employee awareness of  customer types and needs.    The Harrods Fashion Programme is run in partnership with the London College of Fashion. It enables sales associates to understand the entire ‘product journey’ from design to sale.      The School of Communication offers voice, body language and presentation skills workshops. For suitable candidates, the Harrods Sales Degree provides the high level sales skills thecompany needs. This is the first and only degree of its kind in Sales. It is recognised globally andcan be completed in two years.High Potential programmes are concerned with succession planning. They are aimed at ensuringthere is a strong pipeline of potential senior managers. The Harrods Management Programmedevelops ambitious and career-focused employees into a management role. Jessica joined thecompany after graduating with a degree in Art History. After just 3 years she is now a HarrodsRetail Manager. She runs the Designer Collection sales floor, managing 26 employees andcontrolling a substantial budget
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