Everybody has been told to study hard at some point or the other because it was the only way to get a better job. And while one is being told to put his heart into education, all he wished was to finish his education and get into a job so that no further studying is required again. But things donâ€™t always work that way. Getting a job doesnâ€™t ensure escape from books, classes and tests. In fact, todayâ€™s job scenario demands more of learning than ever before.
This is particularly true when it comes to the IT/ ITeS sector where new technologies and processes evolve within a short time span. Learning becomes a necessity to keep you updated with the changes and to achieve higher goals in oneâ€™s career.
Regularly updating skill sets of employees is absolutely mandatory as the corporate sector today demands more from their employees. They assume various roles within a company; work on various projects and in various capacities. Updating skills also provide employees intellectual support to take on various challenges at the work place.
Training is provided to cover several aspects of the employeeâ€™s skill and productivity across technologies, best practices like coding, methodology and product training. Training is also given on soft skills like assertiveness, customer focus etc. Apart from updating skills of the employees, many organizations feel that using innovative â€œon job trainingâ€™ helps in attracting and retaining talent.
The methodology used to impart training varies from classroom training to seminars and depends on the requirements and the organizationâ€™s capability. Instructor led training is given to cover technology, organization orientation and soft skills. For product training, e-learning through learning management systems is used. Some organizations use mentoring for fresh hires that has to be completed in a definite period of time with an assigned senior mentor to guide the trainee.
ITC Infotech has a â€˜learning centreâ€™ which takes care of learning and capability building needs of employees. The last section of appraisal consists of a comprehensive â€˜personality development program (PDP)â€™. The data collected through the PDP is collated in order to form a training rooster. Employees are trained on these specifics over the next 6-12 months. In addition to this, an annual training calendar is published and employees can nominate themselves for various training programs listed under the calendar.
Today, organizations are looking for newer ways of enhancing skills of their employees as the workforce is dispersed all over the world. E-learning is extensively used as a pull mechanism. All information serving as tutorials are available online for employees to access not only objects pertaining to his/her fiield of operation but also those applicable to the company at large.
Apart from the usual training methods and e-learning, few companies go in for innovative training practices also. Instruction through â€˜video on demandâ€™ (VOD) system allows the user to select and watch video and clip content over a network as part of an interactive television system.
â€œNetAppâ€™s VoD library is exhaustive, current and based on the latest trends in technology and is very industry specific. VoD has an option to interact with the presenter in real time. â€˜Anytime play and pauseâ€™ feature of the VoD helps employees to match his speed of learning with the pace of the video training that is being imparted. Training in sync with the employeesâ€™ aspirations helps to create room for advancements and hence is a very effective tool to retain employees.
Whether it is e-learning or classroom training, the bottom line is clear– knowledge is a powerful tool and enhancing that knowledge is absolutely necessary. It is mutually beneficial for both the employee and the employer. As a retention tool, it serves have the urge to learn more. And it excites employees too as it helps them in learning new skills and in turn makes them stick to their current employer.