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learning as a way of being is a mentality. It is foundational to all efforts to enhance the learning of managerial leaders. Training as an organizational intervention may be defined as well as thought of set activities aimed to facilitate learning of knowledge, attitude, and skills among its people in the organization to improve their current job performance and contribution to the achievement of organizational goals. There is no doubt that management through its human resource management unit will always plan, design, and implement training programs for its rank-and-file, supervisory and managerial people based on any or a combination of these perceived importance of training. training is a short term process utilizing a systematic and organized procedure by which non-managerial personnel learn technical knowledge and skills for a definite purpose. Training is organizational planned effort to change the behavior or attitudes of employees so that they can perform jobs on acceptable standards. Increase organizational commitment. Improve job performance. Contributes to flexibility to adapt to changing internal and external factors. Develops interpersonal skills. Creates an interesting and challenging environment. Heightens employee morale. Increase knowledge and awareness of the total environment. Helps achieve overall organizational objectives. Helps retain a competent and efficient workforce. Develops creativity and problems solving skills. Helps improve and acquire technical skills. Job requirements employees selected for a job might lack the qualification required for a job effectively. New and experienced employees require detailed instruction for effective performance on the job. Remedial training must be given to some employees who are new to the organization Technological changes Organizational Viability Internal mobility Training can be introduced simply as a process of assisting a person for enhancing his efficiency and effectiveness to a particular work area by getting more knowledge and practices. Also training is important to establish specific skills, abilities and knowledge to an employee. Training is different form education; particularly formal education. The education is concerned mainly with enhancement of knowledge, but the aims of training are increasing knowledge while changing attitudes and competences in good manner. Basically the education is formulated with in the framework and to syllabus, but the training is not formed in to the frame and as well as syllabus. It may differ from one employee to another, one group to another In the field of Human Resources Management, Training and Development is the field concern with organizational activities which are aimed to bettering individual and group performances in organizational settings. Training is really developing employees capacities through learning and practicing. Training and Development is the framework for helping employees to dev]]>
learning as a way of being is a mentality. It is foundational to all efforts to enhance the learning of managerial leaders. Training as an organizational intervention may be defined as well as thought of set activities aimed to facilitate learning of knowledge, attitude, and skills among its people in the organization to improve their current job performance and contribution to the achievement of organizational goals. There is no doubt that management through its human resource management unit will always plan, design, and implement training programs for its rank-and-file, supervisory and managerial people based on any or a combination of these perceived importance of training. training is a short term process utilizing a systematic and organized procedure by which non-managerial personnel learn technical knowledge and skills for a definite purpose. Training is organizational planned effort to change the behavior or attitudes of employees so that they can perform jobs on acceptable standards. Increase organizational commitment. Improve job performance. Contributes to flexibility to adapt to changing internal and external factors. Develops interpersonal skills. Creates an interesting and challenging environment. Heightens employee morale. Increase knowledge and awareness of the total environment. Helps achieve overall organizational objectives. Helps retain a competent and efficient workforce. Develops creativity and problems solving skills. Helps improve and acquire technical skills. Job requirements employees selected for a job might lack the qualification required for a job effectively. New and experienced employees require detailed instruction for effective performance on the job. Remedial training must be given to some employees who are new to the organization Technological changes Organizational Viability Internal mobility Training can be introduced simply as a process of assisting a person for enhancing his efficiency and effectiveness to a particular work area by getting more knowledge and practices. Also training is important to establish specific skills, abilities and knowledge to an employee. Training is different form education; particularly formal education. The education is concerned mainly with enhancement of knowledge, but the aims of training are increasing knowledge while changing attitudes and competences in good manner. Basically the education is formulated with in the framework and to syllabus, but the training is not formed in to the frame and as well as syllabus. It may differ from one employee to another, one group to another In the field of Human Resources Management, Training and Development is the field concern with organizational activities which are aimed to bettering individual and group performances in organizational settings. Training is really developing employees capacities through learning and practicing. Training and Development is the framework for helping employees to dev]]> Mon, 04 May 2015 08:15:01 GMT /puneetmirchandani1/training-47726909 puneetmirchandani1@slideshare.net(puneetmirchandani1) training puneetmirchandani1 learning as a way of being is a mentality. It is foundational to all efforts to enhance the learning of managerial leaders. Training as an organizational intervention may be defined as well as thought of set activities aimed to facilitate learning of knowledge, attitude, and skills among its people in the organization to improve their current job performance and contribution to the achievement of organizational goals. There is no doubt that management through its human resource management unit will always plan, design, and implement training programs for its rank-and-file, supervisory and managerial people based on any or a combination of these perceived importance of training. training is a short term process utilizing a systematic and organized procedure by which non-managerial personnel learn technical knowledge and skills for a definite purpose. Training is organizational planned effort to change the behavior or attitudes of employees so that they can perform jobs on acceptable standards. Increase organizational commitment. Improve job performance. Contributes to flexibility to adapt to changing internal and external factors. Develops interpersonal skills. Creates an interesting and challenging environment. Heightens employee morale. Increase knowledge and awareness of the total environment. Helps achieve overall organizational objectives. Helps retain a competent and efficient workforce. Develops creativity and problems solving skills. Helps improve and acquire technical skills. Job requirements employees selected for a job might lack the qualification required for a job effectively. New and experienced employees require detailed instruction for effective performance on the job. Remedial training must be given to some employees who are new to the organization Technological changes Organizational Viability Internal mobility Training can be introduced simply as a process of assisting a person for enhancing his efficiency and effectiveness to a particular work area by getting more knowledge and practices. Also training is important to establish specific skills, abilities and knowledge to an employee. Training is different form education; particularly formal education. The education is concerned mainly with enhancement of knowledge, but the aims of training are increasing knowledge while changing attitudes and competences in good manner. Basically the education is formulated with in the framework and to syllabus, but the training is not formed in to the frame and as well as syllabus. It may differ from one employee to another, one group to another In the field of Human Resources Management, Training and Development is the field concern with organizational activities which are aimed to bettering individual and group performances in organizational settings. Training is really developing employees capacities through learning and practicing. Training and Development is the framework for helping employees to dev <img style="border:1px solid #C3E6D8;float:right;" alt="" src="https://cdn.slidesharecdn.com/ss_thumbnails/internalseminar-150504081501-conversion-gate01-thumbnail.jpg?width=120&amp;height=120&amp;fit=bounds" /><br> learning as a way of being is a mentality. It is foundational to all efforts to enhance the learning of managerial leaders. Training as an organizational intervention may be defined as well as thought of set activities aimed to facilitate learning of knowledge, attitude, and skills among its people in the organization to improve their current job performance and contribution to the achievement of organizational goals. There is no doubt that management through its human resource management unit will always plan, design, and implement training programs for its rank-and-file, supervisory and managerial people based on any or a combination of these perceived importance of training. training is a short term process utilizing a systematic and organized procedure by which non-managerial personnel learn technical knowledge and skills for a definite purpose. Training is organizational planned effort to change the behavior or attitudes of employees so that they can perform jobs on acceptable standards. Increase organizational commitment. Improve job performance. Contributes to flexibility to adapt to changing internal and external factors. Develops interpersonal skills. Creates an interesting and challenging environment. Heightens employee morale. Increase knowledge and awareness of the total environment. Helps achieve overall organizational objectives. Helps retain a competent and efficient workforce. Develops creativity and problems solving skills. Helps improve and acquire technical skills. Job requirements employees selected for a job might lack the qualification required for a job effectively. New and experienced employees require detailed instruction for effective performance on the job. Remedial training must be given to some employees who are new to the organization Technological changes Organizational Viability Internal mobility Training can be introduced simply as a process of assisting a person for enhancing his efficiency and effectiveness to a particular work area by getting more knowledge and practices. Also training is important to establish specific skills, abilities and knowledge to an employee. Training is different form education; particularly formal education. The education is concerned mainly with enhancement of knowledge, but the aims of training are increasing knowledge while changing attitudes and competences in good manner. Basically the education is formulated with in the framework and to syllabus, but the training is not formed in to the frame and as well as syllabus. It may differ from one employee to another, one group to another In the field of Human Resources Management, Training and Development is the field concern with organizational activities which are aimed to bettering individual and group performances in organizational settings. Training is really developing employees capacities through learning and practicing. Training and Development is the framework for helping employees to dev
training from Puneet Mirchandani
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