A STUDY ON TRAINING OF EMPLOYEES FROM TRADITIONAL TO E-TRAINING: A PARADIGM SHIFT

ABDUL GHANI FAIYYAZ[1]

RESEARCH SCHOLAR,DEPARTMENT OF COMMERCE,

AMU,ALIGARH, EMAIL:

ABSTARCT: Human resource is one of significant resource for any organization;in fact it is only resource which provides competitive advantage to a firm over other firms in long run. Organization strives hard to have best brain on board, but the job of HR department does not end after recruitment, in fact it starts because training of selected employees is as important as recruitment. Due to globalization, liberalization and shift in knowledge, innovation etc there is competition not only with local level but at global level, Hence skill acquired today may not be available for tomorrow as way of doing thing is changing drastically due to change in technology. How to equip an employee with latest technology is very important task before management. On-line learning is the next generation tool that has already started developing its roots in India.Technologies have great potential benefit to offer learning and training however this is a complex multifaceted area. Present paper provides importance of online training in training and development of employees, thereby improving organization performance significantly

KEY WORDS: Training, Developemnt.Techonology, Internet, Knowledge, and Performance

INTRODUCTION: The Concept of training is as old as anorganization itself and has been in use since a very long time. This is an old method of training and organizations extensively rely on this method. Training and development talks about how to improve the knowledge, skills and abilities of employees for achieving goals and objectives of the organization and individual employees by quality training and development programs. With globalization and privatization, there are changes in technology and ways & means of doing anything changing drastically and area of organizational functioning, training of employees is no exception. Of late, a paradigm shift has been observed in the area of training of employees of an organization. The tool or instrument for such a change can be attributed to “technological advancements”, technology has altered the landscape of corporate learning as well. Technological changes have facilitated training to be delivered with convenience and flexibility. The paradigm shift in knowledge, digitization, virtualization, innovation and globalization have compelled to companies rethinking on new ways & means to keep employees update; keep up with rapid increase of learning that must take place to remain competitive as remaining competitive is a priority today for organizations, in fact its matter of survival before organization.Hence,in order to survive and be competitive, organization has started shifting its training program from traditional training towards “online training.

LITERATURE REVIEW:

Maxwell (2016) had examined Effectiveness of Online Training in Indian IT Industry. She had found variations in online learning preferences suggest that a single type of online training program may not meet the needs and expectations of all employees. So as to make training program flexible and may lead to an improvement in trainee performance during online learning.Poonam (2015) had studied training and performance solution and it has been concluded by her, every organization should realize the importance of training and performance solutions programs in order to survive in the cut-throat competitive environment.Akilandeswari and Jayalakshmi (2014) have undertaken a study to examine Effectiveness of Training in Indian Banks. Their study concluded that private and public Indian banks undertake training and development programmes for their employees to increase their efficiency. Banks provide training programmesto enhance their knowledge and skills to satisfy the customers. Finally it concluded Growth of banking sector in India is the result of skilled manpower which is the outcome of training and development. Maxwell (2012) has studied use and impact of advanced technology on training the employees. It has been found by her that no advance technology will help organization considerably unless organization weighs the cost and benefits in order to make use of latest form e-training method available with organization. Banjare and Sharma (2010) have conducted this study to examine the possible impact of e-learning in improving effectiveness of training program of a company. They have found and advocated use of e-learning & training, as they are substantially helping organizational workforce into tangible return on investment by acquiring higher quantity output in fewer resources and lower budget.

OBJECTIVES OF STUDY:

To go through the concept training and e-training and why organizations are being compelled to shift its training program from traditional to e-training.

ONLINE TRAINING:American Society of Training and Development (ASTD): “E-learning refers to anything delivered, enabled or mediated by electronic technology for the explicit purpose of learning. The term online can be defined in many ways such as “connected to a network” or “available from a network. In recent years, there has been a rapid development of computer networks, improvement in the processing power and advances in storage technology. These developments have made computer a dynamic force in training and learning, providing a new and interactive means of overcoming time and distance barriers. With the proliferation of web-based technology, new instructional possibilities of the internet have been created which includes;

E-mail • Internal portal • Bulletin boards • Virtual classroom • White boards • Webinars • Internet chat session • Company intranet and websites etc.

Online training can further be synchronous or asynchronous. Synchronous means “at the same time. In training, it is instruction delivered via a network that requires learners and an instructor to be online at the same time to participate in learning interactions.”This type of delivery is live and is place independent, but time dependent. For example, a web broadcast seminar that is sent on a certain date and time is an example of synchronous delivery. Although the participants in the web seminar do not have to be physically present at the date and time of the scheduled delivery to participate. Whereas, asynchronous delivery is both time and place independent. A training course available at the convenience of the individual end user 24 hours a day, 7 days a week is an example of asynchronous delivery.

Superiority of Online Training over Traditional Training:

Cost effective: E-learning helps in reducing the cost regarding the travel, venue hire and catering costs that are associated with classroom-based training sessions, while subsequently increasing employee productivity.

Improved performance: A 12-year meta-analysis of research by the U.S. Department of Education published in June 2009, found that higher education students in online learning generally performed better than those in face-to-face courses.

Convenience and flexibility to learners: E-learning is quite convenience and flexible to learners as the courses are available to learners for completion at a time that’s convenient for them, 24/7.

Increased access: E-learning opens up opportunities for employees as well as students who may not previously have been able to access these resources and instructors due to geographical, physical, political or economic constraints

Speedy Training: Through this method an organization can trained large number of employees simultaneously because it can cover large area in one time.

Easy to Review: review and evaluation of online-training is very easy as compare to traditional training as all data relating to training is easily available, in fact it can be before the management only by one click.

CONCLUSION:

There is no doubt that technology has impacted substantially all walks of life and organization is not an exception. Today e-learning is a part of all the businesses. Going from traditional to e-training is not an option, but it is compulsion for an organization to adopt latest form of technology for training the employees as only those organizations can exist in these competitive eras who respond according to changing situation. For an enterprise to function effectively, technology becomes a norm. Change is good. It's also often hard. But to succeed in business, you must run toward it.A wise man adapts himself to circumstances, as water shapes itself to the vessel that contains it.-Chinese Proverb. Survival requires we must explore what is ahead and how we are best to prepared in the expanded opportunities in e-training This deployment of electronic experiential based learning not onlycut costs for the management, but also gives sufficient time and space for employees (HarishRevanna, 2004’). The learning and progressive organizations are focusing on ongoing education, just-in-time training and enhancing employee skills to create a sustainable competitive advantage. The future of organization enables time and space independence, it redefines time and space for its employees and stakeholders. Internet becomes repository for time-independent interaction. So it is advisable to organization to weighs the cost and benefits in order to make use of latest form e-training method available with organization to stay ahead in the competitive world.

REFERENCES:

Akilandeswari, P. & Jayalakshmi (2014). A Study on Effectiveness of Training in Indian Banks.International Journal of Recent Advances in Organizational Behaviour and Decision Sciences,1(1).85-99.

American Society of Training and Development.(2002). State of the industry report. Alexandria, VA: ASTD Publications.

Harish Revanna,’ e-Learning in India: from content to platform play’, Siliconindia , December 1, 2004

Kruse, K., Keil, J. (1999) “Technology-based training”. San Francisco: Jossey-Bass/P Pfeiffer.

Maxwell, A. (2012). Technological advancements in methods of training with reference to online training: Impact and issues for organizations.Researchers World,3(3), 87.

Maxwell, A. (2016). Effectiveness of Online Training In Indian IT Industry. International Journal of Advanced Scientific Technologies in Engineering and Management Sciences, 2(9).46-49.

Pittman, S. W. (1999). Paradigm Shifts and E-training Preparedness.Professional Development: The International Journal of Continuing,2(1).

Poonam (2015).Training and Performance Solutions. Asian Journal of Technology & Management Research, 5, (1), 41-47

Webster’s New World Dictionary of computer terms, Bryan Pfaffenberger. IDG Books India (P) Ltd., 8th edition 2001, p. 384.

Worthington, E. L., Jr., Welsh, J. A., Archer, C. R., Mindes, D. J., and Forsyth, D. R. (1996). Computer-assistedinstruction as a supplement to lectures in an introductory psychology class.Teaching of Psychology 23: 175-181.

[1] RESEARCH SCHOLAR,DEPARTMENT OF COMMERCE,

AMU,ALIGARH, EMAIL: