*Does Training Initiative and Development Process Add Value To Organisations ?

CHAPTER 1

INTRODUCTION

Overview

Training is an important process to every employee of any organisation be it a multinational organisation , a small enterprise , a government agency , an academic department , etc . The Training magazine gives an annual training industry report . Its primary focus is on firms with 100 or more employees . In the United States , there are 142 ,494 such organisations (Dun Bradstreet . According to its 2001 annual report a organisations , 66 of which is spent for the salaries of training specialists . The American Society for Training and Development (ASTD

HYPERLINK "http /www .astd .org " www .astd .org ) also gives an annual report on employee training in the United States . In its 2004 report U .S . organisations plan to spend approximately 51 .3 billion on employee training in 2004 (Galvin , 2003 Jones , 2006

Today , several forces influence our daily lives . Globalization of business demographic changes and new technologies are great influences on the way we think . These factors must be addressed by companies in to survive (Noe . Because of this fact , companies practice human resource development (HRD ) to ensure that employees have the knowledge and skills necessary to meet the organisation 's needs (Jones , 2006

However , many companies are growing more and more concerned on the costs of employee trainings . In 1997 , London 's Daily Telegraph reported a study of business leaders on the fall down of training (October 27 1997 , p31 . Because of this study , many companies were haunted by the perception that HRD costs organisations more than it returns (Swanson 1998 . Training departments are continually trying to justify how their training and development programs contribute to overall organisation effectiveness (Phillips , 1996a

The purpose of this study is to determine if training initiative and development process contribute to an organisation 's success . In particular , the training programs of government sectors within United Kingdom and Pakistan , namely the UK National Health Service (NHS ) and the Pakistan Institute of Medical Sciences , are evaluated in to determine the training programs ' effectiveness

Statement of the Problem

The main purpose of this study is to determine the impact of training on an organisation 's success . Specifically , it aims to

identify the main difference differences of the processes being carried out between NHS in UK and PIMS in Pakistan

understand the role of training initiatives with respect to the working environment of NHS in UK and PIMS in Pakistan .CHAPTER 2

REVIEW OF LITERATURE

Overview

In this chapter , researches related to the impact of training on organisational performance and success . The first part provides a definition of training and development . The second part discusses the history of training according to Sleight (1993 . Training needs assessment is discussed in detail in the third part . Training evaluation is discussed in the fourth portion

Training and Development

According to Manpower services commission (1981 ) training is a planned process to modify attitude , knowledge , skills , or behavior through learning experience to achieve effective performance in an activity or range of activities . Its purpose in work situation is to develop...