'WK'

New initiative '@work anywhere'

New initiative '@work anywhere'

Introduction

Reports on a study of current and past training literature which suggests that, to be effective and to isolate both training needs and those problems having other, non-trainable solutions, training must be preceded by a needs analysis. Proposes a needs assessment model to illustrate an optimum needs assessment process, and compares this model with the Ontario Government's “Ontario Skill” (OS) programme, a multi-million dollar, provincially-funded training scheme. If, as the literature suggests, needs assessment must preclude training, then it is likely that OS monies are being wasted, as under the current administrative system it is virtually impossible to conduct in-depth assessments.

Suggests ways in which needs assessment can be improved, by shifting the burden from the Government's consultants onto specially-trained employer representatives. It is felt that such a shift would enable sufficient time to be spent on the thousands of needs assessments conducted every year under the auspices of this massive training initiative. The methodology suggested here would be applicable to any large-scale provincial or state-run industrial training programme.

Successful organizations increase productivity, efficiency and reach their goals by developing their most important resource, its employees. Training is a primary function of human resources management that develops employees by giving them the required tools and knowledge to meet future challenges. The British military faces the same challenges of any civilian organization such as meeting the objectives within established timelines, budget constraints and a fixed amount of resources. To meet the organizational objectives the military needs to develop and retain employees capable of completing their mission (Wood et al, 2004).

An organizations training needs continually change as technology upgrades expand the roles and responsibilities of an individual employee. Changes to the training program are constantly evolving to meet the demand for increased employee skills. The first step to developing a training program is to identify the training needs of the organization so that a program can be designed and implemented to meet those needs. The military has tailored a training program designed to satisfy today's training needs and prepare the organization to meet tomorrow's challenges.

Discussion

In traditionally, the training and development activities of an organization not seem to be an important activity for the management. It is because it, most of the peoples who have run the management think that it can't help to create value and successfully deal with competitive challenges. But today the view of training and development has changed, more and more peoples believed that practice make perfect.

Further more after the implementation of the western region or cultural had practicing in today society, most of the company's found out, by training and development can lead to efficiency and effectiveness in corporate world. A good training program must makes up with some combination, for example, analyzing the personal and corporate needs, enhancing the particular training activities from time to time, and provided with a proper facilities and equipment in an organization.

Strategic Approach to Training and Development

Irrespective of whether the ...