Role of Training In

Organizational Growth

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Aishvarya
 Unit Objective :-
Understanding the role of training in a
learning organization.
Describing the reason for the growth
of training & development.
Explaining the role of training in
leadership, HPT, etc.
Explaining the need for training.

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 Role of Training In Learning
Organization :-
In early stages of being set up, most organizations do not plan
for training & development programmes for its personnel as
the number of employees is not high & the organization does
not consider making any investment in training.
While training is given to employees that they can add value to
organizational functions & become significant contributors to
the success of the organization.
But with the changing trends in business process,
organizations are becoming learning organizations that
regularly conduct training programmes for continues
upgrading of employee skills & core competencies.
Today, an organization needs to develop its employees’ skills,
knowledge & capacity to earn competitive advantage which
thus helps them to acquire opportunities & adapt a flexible
3 marketable behavior & learn new skills of working.
Reasons for the growth of Training &
Development :-
1. Dynamic Environment, Trainers should analyze information
from the external & internal environment of the organization
so that the right technique can be employed for training
employees & upgrading their skills.
2. Market Competition, By creating competitive & high-
performance management systems, organizations have
gained competitive advantage.
3. Development of psychological relations between worker &
organization, when an employee works in an organization,
he/she gains knowledge of marketable skills through
training which help him in his/her career growth.
4. Learning process for employees, After gaining the required
qualification in any field, it is necessary to update oneself
with the latest knowledge & technology on a regular basis.
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 Role of Training in HR A Grand
Strategy :-
HR grand strategy is a process by which individuals with
superior abilities & skills are recruited by an organization.
Further they are trained in a manner that there is every chance
they will be promoted in the organization.
The main task of this is to collect the resources of quality
individuals so that the organization can achieve its goals &
objectives in a specialized manner.
Training is provided to individuals in order to improve &
sharpen their skills & knowledge.
Thus training, is an important tool through which the HR
Grand Strategy can be employed in an organization.

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Role of Training in Leadership
Development:-
Following are some of the important features of Leadership :-
1. Influencing the behavior of individuals within an
organization.
2. Direct individuals to attain the tasks assigned to them.
3. Influencing others to move ahead.
4. Giving individuals a vision for the future.
5. Give situation, a given group & for a predetermined period of
time.
Leadership development implies that there will change in the
knowledge& behavior of those leaders who are participating
in a programme that is conducted by the organizations for
developing managers & equipping them with the better
knowledge & skills. Thus helping perform better along with
6 improving the potential for future assignments.
Role of Training in High-Performance Team
:-
HPT professionals use a technique called instructional system
design (ISD) while developing a training programme. ISD
consists of 5 steps, which are as follows :-
1. Analysis
2. Design
3. Development
4. Implementation
5. Evaluation

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Role of Training in Knowledge Retention:-
After gaining adequate knowledge from training
programmes, it essential to apply it practically for achieving
better results.
Training gives solutions to queries in an effective way if the
goal is :-
1. To transfer leadership or management skills to new
employees when old ones retires.
2. To enhance the development of those technical & managerial
skills which are generally neglected.
3. To downsize the old staff & create opportunities for junior
executives to grow & enhance their skills & work towards
betterment of their career. Training works as an element of
relating or transferring knowledge to the upcoming
8 generation of executives & helping them sustain competition.
Role of Training in Knowledge Retention:-
Contd.

Following are some of the principles that support knowledge

retention needs :-
1. Balancing Current performance & future needs of knowledge.
2. Use of effective training method.
3. Target training of employees for the future of the organization.
4. Realizing the role of trainers in preserving organizational
knowledge.

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 Greiner’s Organizational Growth Model :-
According to Greiner, ‘ An Organization has periods of evolution
where there are prolonged periods of growth without major crisis &
that there also are periods of revolution which are reactions to
turmoil & each evolutionary period creates its own revolution.’
In order to minimize these problems an organizational growth
model was developed by Larry Greiner. (Fig. in next slide)
The top of the growth curve represents the various styles of
management as ‘E’, which represents the evolutionary phases of an
organization.
The bottom of the curve of the growth model represents the various
problems of the management as ‘R’. Which represents the
revolutionary phase of the organization over a period of time.
The new phase of the organization starts at 1E & it grows upwards
if the manager of the organization work according to plans of the
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organization.
 Greiner’s Organizational Growth Model :-

Organizational
Growth
(No of employees
& money) 5 F Collaboration
5 R Another Crisis

4 E Coordination
4 R Red Tape Crisis

3 E Delegation 3 R Control Crisis

2 E Direction
2 R Autonomy Crisis

1 E Creativity 1 R Leadership Crisis

Time

11 Organizational Growth Curve

Evolotionary & Revolotionary Phases of the
Organization :-
Evolutionary Phase (E) & Description of Phases
Revolutionary Phases (R) of
Growth
1 E :Creativity Some organizations are small in size because of
which their communication system may not be up to
date. In the process of creativity, the employees work
harder & for longer hours in order to achieve the
planned objectives.
1 R :Leadership crises An organization may face a leadership crisis when
the entrepreneur cannot shoulder all the tasks &
responsibilities.
2 E : Direction Te directing function acts as a connecting link
between the managerial interaction among superiors
& subordinates.
2 R: Autonomy crisis Autonomy crisis is also known as succession crisis.
3 E: Delegation When the workload is high then it is the
responsibility of the entrepreneur to delegate some
12 jobs to qualified & experienced managers.
Evolotionary & Revolotionary Phases of the
Organization :-
Evolutionary Phase (E) &
Revolutionary Phases (R) of
Growth
4 E: Coordination
4 R: Red-tape crisis
5 R: Another crisis
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Description of Phases
Individual efforts must be integrated & synchronized
in order to attain common objectives.
To avoid the situation of red tapism the managers
must olve the problems of the employees in an
effective manner.
In order to minimize the problems employee-oriented
activities were developed in order to save them from
fatigue & reenergize them
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