Value added training and development program

In an organisation employee training programme should be given if an organisation is giving importance to employee training for their employees on changing trends in the market and updating the employees with new technology enhancing their career growth and helping them to grow their career it not only lead to value addition in workforce but also built trust among workforce.

The best of B2C in your inbox every Monday Sign up now. Toggle navigation Business 2 Community. Twitter Facebook LinkedIn Flipboard 1. Time Management In modern work environments, employees may be asked to execute a variety of tasks in compliance with deadlines or schedules.

Safety Training Safety should be a chief concern at any company. Twitter Tweet. Facebook Share. Author: Chris Pentago Chris is a business graduate, internet marketer, an all-round computer geek and contributed content editor at Bigdatashowcase.

Stay Connected Join over , of your peers and receive our weekly newsletter which features the top trends, news and expert analysis to help keep you ahead of the curve. Get the best of B2C in your inbox: Subscribe to our newsletter Sign up. Your subscription was successful. To enables students and faculty members to develop practical networking knowledge and skills in a hands-on environment and to be well equipped for the increasingly technology.

Elevating information storage as a central function of IT. EMC Academic alliance is a global alliance of colleges,university and students working together to address this expanding skills gap.

Certificates are issued by EMC Corporation. Information Storage and Management. MCET tie-up with Oracle India Limited in the year to impact knowledge for the students about the database and its functionality in any kind of organization for maintaining various types of information in it. Certificates are issued by Oracle. Till date 60 students were benefited. Accel Embedded Design Centre. All the time. Your email address will not be published.

Save my name, email, and website in this browser for the next time I comment. Post Comment. Differentiating Human vs. Financial Benefits Given the substantial costs of training and development initiatives, companies understandably need to justify their spending by demonstrating their return on investment. Many rely on the Kirkpatrick Model , which offers four levels of evaluation: Level 1: Reaction — The degree to which employees find the training favorable, engaging and relevant to their jobs.

Level 2: Learning — The degree to which employees acquire the intended knowledge, skills, attitude, confidence and commitment based on their training participation. Level 3: Behavior — The degree to which employees apply what they learned during training when they return to their work.

Level 4: Results — The degree to which targeted outcomes occur as a result of the training. Prioritizing Correlation, Not Causation To realistically determine the ROI of training and development programs, companies need to stop focusing solely on causation metrics and start focusing more on correlation. Best Practices for Measuring Value Still, shifting the way in which training and development initiatives are valued can be overwhelming.

To help navigate this change of prioritizing correlation over causation, consider the following four best practices: Establish key metrics. Be wary of standard assessments. Programs must be designed to produce results, ensuring that there is appropriate focus on application and impact.

Tools, templates and action plans must be in place to help attain results. Proper support must be provided at the right time with the right individuals. The heart of any program is content. While the learning environment and experience are important, content is more important to drive business value — but only if it is something that participants will use. Today, the focus is on supplying training with less cost and more convenience and in shorter time spans.

While mobile and e-learning are needed for convenience and cost, they must also be effective. The concept of effectiveness and efficiency must be studied hand-in-hand. Failure to transfer training and learning to the job has troubled professionals for years. We are making progress, but there is still much to do early and often in the process. It starts with studying the environment before developing the new training solution to make sure that barriers are either reduced or removed and that there are adequate enablers to make it work.

Learning level 2 should be measured for 80 to 90 percent of programs and application level 3 for about 30 percent of programs. Business impact should be measured in about 10 to 20 percent of programs.

For programs that are expensive and strategic generally 5 percent of programs , the evaluation should be pushed to ROI level 5. The good news is that these measurement goals are in place now and can be reached within most budgets.