Title: Training for Development
Context
Do you agree with the concept shown in ‘CFO-CEO conversation?’ There is no stronger argument required to understand the importance of Training and development for Individual’s Professional Growth and Organizational Success.”Training for Development,” written by Rolf P. Lynton and Udai Pareek, is nothing less than an encyclopedia in this field. This book holistically covers insightsintotraining methodologies, key elements of learning, and strategies for effective development programs. This bookis a foundational resource for Trainers, People Leaders, Educators,and anyone contributing to the field of training.
CFO-CEO Conversation:
Summary of the Book
The development of effective trainers, training programs, and training institutions restated the scope of this book. The definition of Training in the book is:as we see, it aims to make a lasting improvement ‘on the job’ and ‘not for knowing more but for behaving differently’ itself gives a unique perspective on Training and Development. The authors designed the theoretical and practical aspects of pretraining, training, and post-training. Beyond mechanical aspects of training, it covers training strategy, participants and organization preparation, training methods to attain a specific purpose, and building them into a program design to deliver organizational and personal objective of training. Very importantly, it covers soft aspects of training like the interactions between trainers and participants and among participants. Examining the trainer’s attitude and not the trainer is another key aspect explained explicitly. There are different training styles and trainers’ personalities to choose training methods and activities. When it comes to evaluation, it is beautifully described as”the difference after training lies in what the person has learned which he/ she now applies. That Difference, in terms of more effective behavior, is the measure of effectiveness of training.”
The book covers topics such as:
- The importance of training& development in organizational performance and behavior.
- Goal of training through need assessment.
- People / process engaged in training and interaction among those.
- Techniques and strategies for program design.
- The importance of feedback and evaluation in training.
The authors presented different models and concepts for a structured approach to training. At the same time, they emphasize the necessity of aligning training programs with organizational goals and individual learning needs. The importance and contributions of all three pillars (participants/trainers& organizations)are amalgamated skillfully by the authors.
Critical Analysis
This book provides a sturdy foundation for people engaged in L&D work and/or people leaders who want to develop people.It provides a holistic perspective through frameworks/models as well as real-life applications. Most importantly, explaining behavioural aspects of participants and trainers could be a revelation for many practitioners. The authors have orchestrated and given step-by-step approaches for a meaningful development path.
This book is a marvel of its time and in today’s date; however, some may find it an old school academic textbook. With the development and maturity of organizations, modern training environments use many new concepts that can make it more realistic/interesting in the Gen Beta era. For example, the Use of AI (Artificial Intelligence) in identifying training needs; Aspects of online & self-paced training; Capsule sessions for better retention;Linking Skill upgradation to Talent Assessment, etc. The Use of a Competency Matrix is an element that can be included.
Opinion
I have experience and exposure as a participant and as a trainer for entry-level to Senior managers as well as Operating teams.”Training for Development” is an invaluable resource for trainers and organizers.If the program is not thoroughly thought out, it seems the objective is to attain KPI’s of Training Hours. Lack of participation (physical/emotional or mindful) in those training programs is a waste of resources and demotivating for trainers & organizers. The book’s structured approach and emphasis on learning strategies could be helpful to address many such challenges. Though a few concepts may be explained in depth, its insights and methodologies can help identify root causes and help to enhance efficiency and effectiveness of training and development.
Conclusion
In summary, “Training for Development” by Lynton and Pareek is a must-read for professionals involved in learning and development. An excellent balance of concepts and application helps to improve the complete process of Learning and Development. This book offers valuable insights and foundational work for every profession in this field.
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