Lynton (2000), concluded that training has been emerging as control to new thrust for ensuring high employment and also high organizational performance.
Mayo and DuBois (1987), cited eight criteria for including a task in a training course. Think about how you would apply these criteria to a task area that you teach (e.g., performance appraisals, word processing, project management, etc.)
Seth (1984), administered a 720item questionnaire on 119 personnel managers. The cluster analysis revealed personnel managers to be more employee oriented; able to recognize the utility of group processes, and having faith in workers ability to take initiative and handle responsibility. On the basis of results, Seth suggested that training for personnel managers should be directed towards attitudes and beliefs underlying managerial philosophy and their inter relatedness.
As far as identifying training needs by the company is concerned, Glaxo Laboratories considers the following factors.
1. Level and rapidity of technological and administrative changes
2. Level of individual and group performance.
3. Changing organizational structure
4. Perceived organizational imbalances.
Who needs what kind of training was the focus of a study by Singh et.al. (1998). In a study of 92 Anganwadi workers, they found that the need for training …show more content…
The first benefit is cost-motivated, where the result of a training experience cuts costs. Training staff to operate a computerized accounting system, for example, could reduce the time required to prepare financial reports. This time savings, expressed at an equivalent salary rate, is reallocated to maximize staff productivity by paying wages that generate greater outputs. The staff could then prepare demand financial reports and use the saved time to manage accounts receivables. An ability to manage accounts receivables, in turn serves to reduce credit carrying
Mayo and DuBois (1987), cited eight criteria for including a task in a training course. Think about how you would apply these criteria to a task area that you teach (e.g., performance appraisals, word processing, project management, etc.)
Seth (1984), administered a 720item questionnaire on 119 personnel managers. The cluster analysis revealed personnel managers to be more employee oriented; able to recognize the utility of group processes, and having faith in workers ability to take initiative and handle responsibility. On the basis of results, Seth suggested that training for personnel managers should be directed towards attitudes and beliefs underlying managerial philosophy and their inter relatedness.
As far as identifying training needs by the company is concerned, Glaxo Laboratories considers the following factors.
1. Level and rapidity of technological and administrative changes
2. Level of individual and group performance.
3. Changing organizational structure
4. Perceived organizational imbalances.
Who needs what kind of training was the focus of a study by Singh et.al. (1998). In a study of 92 Anganwadi workers, they found that the need for training …show more content…
The first benefit is cost-motivated, where the result of a training experience cuts costs. Training staff to operate a computerized accounting system, for example, could reduce the time required to prepare financial reports. This time savings, expressed at an equivalent salary rate, is reallocated to maximize staff productivity by paying wages that generate greater outputs. The staff could then prepare demand financial reports and use the saved time to manage accounts receivables. An ability to manage accounts receivables, in turn serves to reduce credit carrying