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Imran Araeen wrote
<snip>
> Indicators such as low production, quality control charts, absenteeism,
turnover etc indicate a need for training.

Not necessarily. Any of these measures could be low--not because people
don't know HOW to do their jobs--but because there are elements built into
the system that confound their ability to do their jobs. Perhaps material
is delivered late, perhaps pay is abysmally low. I don't believe you can
ever assume a training solution without knowing the cause.

This may be where you were going with the management training vs. employee
training; but it wasn't clear to me.

Emily Schultheiss
Why settle for surviving...when you could be thriving?

Training helps employees to do their current jobs and also help develop that person for future responsibilities.
Need assessment diagnoses current problems and future challenges to be met through training and development.
Indicators such as low production, quality control charts, absenteeism, turnover etc indicate a need for training.
The two reasons may be the employee errors and the management errors.
If there is a management error/problem then the additional training given to the employee is a cost rather than investment.
How HR dept distinguishes between the employee errors/problems and management errors ??
What's the HRD line of action??
How to evaluate the effectiveness of training program in such conditions??
Can anybody share his experiences??


IMRAN ARAEEN
Institute of Business Administration
KARACHI.