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The term corporate training frequently appears in the confabs of several business associates; some of us remain confounded with this specific term. By corporate training, the organization attempts to train its existing workforces for improving their skill set. The need to such type of learning cannot be ignored in a cutthroat competitive culture.
The history and growth of training
Early 1900s marked the beginning of training. The age of formal learning was introduced by John Patterson, who invented a flip chart for carrying out the first sales training. The idea of coaching propelled, when management became executive education. Also, the occurrence of World War II paved way for giving formal coaching. Specific style of combat coaching was given to soldiers.
As the war ended, most small organizations integrated to form a larger corporate house. With such developments, the white collar workers became higher than the blue collar ones; such a growth led to the formation of learning departments in every business to give its workforce a visible edge over others.
In the 1960s, a social revolution took place and gave significance to the idea of individualistic learning. Shortly, training technologies were developed that focused more on individuals than groups. All such developments led to the rise of standard courses.
In the end of 1990s, the magic of the web had developed and was growing to unimaginable heights. Such inimitable success of the web gave rise to companies, rendering e-learning solutions.
Why the culture of training is broken?
The present-day environment of traditional training is dilapidated as it cannot match the speed of change. Most traditional learning centers have been eclipsed by the advances in technology. The world ofCorporate Learning has to be changed. Whatever type of trainings existed two decades ago does not have any relevance in the always-on, social and business network. Most of the leading companies of yesteryears such as Underwood Typewriters, Circuit City, Bethlehem Steel, etc., fell due to their inadequacy to stay abreast with the contemporary business trends by failing to chalk talk with their employees.
Some experts point that traditional Training and Development (T&D) centers are not able to construct course structures to accommodate the requirement of several industries for tacit knowledge. As per recent studies, 1,500 senior managers are dissatisfied by their respective T&D department because it does not deliver the desired outcomes.
Corporate training’s present and future
As per researches, close to 32 hours are spent on formal training each year. Several e learning providershave tried to diminish the concept of instructor-based T&D sessions. Despite such attempts, 70% of coaching sessions have been led by instructors, while 30% is rendered via technology. As per the present trends, the value of social learning, virtual classrooms, webinars, simulations, etc. is on a visible rise.
Rebuilding the broken learning environment?
In order to make the T&D department of any organization more result-oriented, the company has to take collaborative steps such as:-
- Each company should recruit professional trainers to design the learning module
- The module’s syllabi should be in sync with the latest industrial trends
- Every organization should focus on tapping the advantages of social learning without compromising on its values.
Such factors and many other approaches, if followed, can make training an effective organizational asset.
