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Guru Training - study in India

One of the most important elements of reward and motivate staff is trained to the task to be performed. The perennial problem of the intersection of the employer to determine the value of having a special training, values, which can translate into a refund. Many companies have training programs for workers, but many managers discourage their people to participate in them. Reasons for such behavior are many: the training takes time, is kosztochłonne, and when workers acquire new skills will be easier for him to go to a competitive company. It is this, the widespread perception of "training" runs to reduce spending on them.

However, so far away for us to countries like India have shown that these assumptions may not be true. Training of employees leads to increased productivity, reduced staff turnover and organizational development. A group of scientists from Harvard University and Duke University published a report "How the Disciple Became the Guru , which describes the practice of staff development in the 24 largest companies operating in India.

will try to describe to me the most interesting topics discussed in this report:

1. Recruitment - the first step in the process of finding a job is to create your CV. CV does not reflect the human skills, capabilities or capacity, demonstrates the ability to create a good CV. For this reason, in India were carried out by a number of trainee psychometric tests and interviews. In this way, candidates no longer have specialized in a particular domain and have the technical expertise to those who show great potential and ability.
2. training for new employees - a company in India proceed from the assumption that the workers they employ must be trained practically from scratch. For this reason, the biggest company operating in this market, built training centers offering an extensive training program within the company. New employees receive comprehensive training lasting up to 7 months before the start of real work in your company.
3. training for permanent staff - employed workers are required to participate in various training programs, not only the technical and specialized tasks but also enable the development and management of their soft skills such as communication, quality, organizational culture, foreign languages, self-motivation, etc. Planned time for training for staff is from 1 to 4 weeks per year. are also often found mentoring programs, knowledge sharing and rotation positions.
4. Development Management - Most of the companies surveyed in India had systems like ERP systems to manage the development of employees. Employees are usually evaluated at the end of each project. In this way, are directed to the appropriate training, if it is recognized that there are gaps in knowledge. mechanisms such as a study model of 360 degrees or a balanced scorecard are widely used.

The evidence supported the above mentioned activities the authors provide the following information:

the above chart clearly shows how to develop dynamically tested in companies operating in India.

most interesting request from the authors of this study is that better trained employees become more productive, so businesses can increase wages and the number of training without a reduction in the level of profit organizations.

my opinion, these studies demonstrate the importance of proper training of employees to the tasks they perform, but it seems that the authors do not take into account all aspects that distinguish the Indian market in the western market. Read the reviews on this market, I conclude that the persons employed in the study to those firms located in India, have a significantly lower level of education than workers employed in the same firms falling in the west. Therefore, they require more training.

Another reason for rapid growth in this region is offshoring to countries such as India, aimed at reducing the costs of the organization. Therefore, one should not translate directly to quality and quantity of training for business development in the region.

In conclusion, I would recommend reading the full report, because it seems to me very interesting.

[ How the Disciple Became the Guru , Vivek Wadhwa , Una Kim de Vitto, Gary Gereffi , July 23, 2008]