• Concept Note

    The need for Training and Development -
    Before we say that technology is responsible for increased need of training inputs to employees, it is important to understand that there are other factors too that contribute to the latter. Training is also necessary for the individual development and progress of the employee, which motivates him to work for a certain organisation apart from just money. We also require training update employees of the market trends, the change in the employment policies and other things.


    The following are the two biggest factors that contribute to the increased need to training and development in organisations:
    Change:
    The word change encapsulates almost everything. It is one of the biggest factors that contribute to the need of training and development. There is in fact a direct relationship between the two. Change leads to the need for training and development and training and development leads to individual and organisational change, and the cycle goes on and on. More specifically it is the technology that is driving the need; changing the way how businesses function, compete and deliver.

    Development:
    It is again one the strong reasons for training and development becoming all the more important. Money is not the sole motivator at work and this is especially very true for the 21st century. People who work with organisations seek more than just employment out of their work; they look at holistic development of self. Spirituality and self awareness for example are gaining momentum world over. People seek happiness at jobs which may not be possible unless an individual is aware of the self. At ford, for example, an individual can enroll himself / herself in a course on 'self awareness', which apparently seems inconsequential to ones performance at work but contributes to the spiritual well being of an individual which is all the more important.


    The critical question however remains the implications and the contribution of training and development to the bottom line of organisations performance. To assume a leadership position in the market space, an organisation will need to emphasise on the kind of programs they use to improvise performance and productivity and not just how much they simply spend on learning!

  • Event Date & Venue
    15th February, 2020
    Taj Lands End, Mumbai
  • Contact Us
    022 6827 7777
    +91 9930028431
  • E-Mail Us
    secretariat1@worldhrdcongress.com

Venue & Hotel

Role Players 2020



Sifikile Zondi
Head: Learning and Development Ster-Kinekor Theatres
Sifikile Zondi
Head: Learning and Development Ster-Kinekor Theatres
Kevin Sheridan
Employee Engagement Virtual Management Expert
Kevin Sheridan
Employee Engagement Virtual Management Expert
Devanandan Palmer Batumalai
Head of Learning and Development and Talent Acquisition KBZ Bank, Myanmar
Devanandan Palmer Batumalai
Head of Learning and Development and Talent Acquisition KBZ Bank, Myanmar
Rashmi Sharma
Global Learning & Wellbeing Lead - South East Asia & ANZ Unilever
Rashmi Sharma
Global Learning & Wellbeing Lead - South East Asia & ANZ Unilever
Arpan Roy
Director and Co-Founder Arman Consultancy
Arpan Roy
Director and Co-Founder Arman Consultancy
Siri Simran Malmhake
Founder Cortex & Compassion, Sweden
Siri Simran Malmhake
Founder Cortex & Compassion, Sweden
Dumidu Ranaweera
Global Director APAC, Middle East & Africa Dr. Mikel J Harry Six Sigma Management Institute Asia
Dumidu Ranaweera
Global Director APAC, Middle East & Africa Dr. Mikel J Harry Six Sigma Management Institute Asia
Nicole Smart
International Corporate Trainer Certified Executive Coach
Nicole Smart
International Corporate Trainer Certified Executive Coach