TAILOR-MADE TRAINING PROGRAMS
One of the most important elements that increase the effectiveness and efficiency of employees in an organization is training and development activities.
Education is an advanced area of specialization, regardless of age. For this reason, important tasks and functions such as determining the training needs of enterprises, establishing or reorganizing the training system to meet these needs, preparing training programs and budgets, conducting and evaluating programs must be carried out by competent experts and consultancy services should be used when necessary.
In addition to educational psychology, organizational psychology, psychometrics, social psychology, and business approaches, training management services to be provided to employees within the enterprise should be designed specifically for the enterprise as a whole.
Education Management
Businesses have to manage change in today's rapidly changing world. In order to manage change, they have to be much more flexible, creative, innovative, spontaneous, responsive and responsible in the global economy of the 21st century and respond better to the needs of customers, shareholders, employees, stakeholders and society. This causes the importance of change, development and training activities to increase much more today than in the past.
Change is not new, despite the fact that most of us perceive it as something unique to the age in which we live. It is a phenomenon that has been going on since the universe has existed, that is, for billions of years, and perhaps will continue for billions more. Both the universe itself and the living beings that inhabit it are in constant change. Species that have been able to adapt to these changes in the universe and realize change have been able to sustain their lives and species, while species that have been unable to do so have disappeared from the face of the earth.
The fact that we as a human species live on Earth today (and have reached such a level of civilization) is due to the fact that homo sapiens has been managing change very effectively and successfully since its appearance on Earth. Much of this success, like that of many other species, is based on the ability of humans to form communities, to work cooperatively and to learn from their experiences. These qualities and biological requirements are the basis for the survival and growth of organizations.
If change is nothing new, then what is new? What is new is the increasing complexity of change as well as the increase in its rate and speed. This has led to the emergence of the need for “external adaptation and internal integration” for businesses, and the management of change has become increasingly important and more interesting. The best known example of this is the developments in communication technology. The development of worldwide communication means that international money flows or exchanges that used to take hours or days now take mere seconds. Unfortunately, the impact of such a development and change on our national economy, and therefore on our industrial or commercial enterprises, has only recently begun to be understood.
As in the rest of the world, the survival of our country's businesses in these challenging life and competition conditions depends on their ability to carefully monitor change, and even to take the most appropriate measures by predicting change trends in advance. This is closely related to the qualifications of business managers and employees. However, businesses with qualified managers and manpower can sustain their existence by continuously developing, otherwise they will lose their lives and disappear. The disappearance of an enterprise, whether large-scale or small-scale, from our economic structure like a star causes great losses not only for those who benefit from that enterprise, but also for our society.
Therefore, businesses today have to invest in training and development activities much more than before in order to manage change effectively and to sustain their existence by developing. However, today, many enterprises either perceive training activities as a “luxury” investment and try to avoid them as much as possible, or they may make wrong training investments, so to speak, with day-to-day decisions that are far from meeting the needs, under the influence of “fashion”. However, not investing in training at all or investing with day-to-day decisions leads to wasteful use of resources and significant losses.
No investment or activity in an enterprise can be successful without taking a holistic approach to the enterprise, determining the needs rationally, planning in line with these needs and implementing these plans. Education is one of the most important areas of investment and activity for an organization, and when this is not the case, it can cause more harm than good. For this reason, first of all, training requirements should be determined in line with the short, medium and long term goals and objectives of the enterprise, planned in line with these requirements, plans should be implemented uninterruptedly, results should be evaluated and revised when necessary. It should not be forgotten that training and development activities are as important and even vital activities of an organization as finance and accounting.
You can benefit from expert support for the establishment and development of your company's change, development and training system or for the solution of problems.
Source: Jim Stewart, Managing Change Through Training and Development, Kogan Page Ltd., London, 1991, pp. 26-27