Training and development department is a broad term covering multiple kinds of employee
learning. Training is a program that helps employees learn specific knowledge or skills to
improve performance in their current roles. Development is more expansive and focuses on
employee growth and future performance, rather than an immediate job role. Good training
and development programs help you keep the right people and grow profit. As the battle for
top talent becomes more competitive, employee training and development programs are more
important than ever. Hiring top talent takes time and money, and how you engage and
develop that talent impacts retention and business growth.
Objectives of Training and Development Department
Whether it is induction, on-the-job training, coaching, mentoring, cascade training or in-
house courses, the purpose of internal training is to create a motivated, skilled and effective
workforce through which organizational goals are achieved. Internal training has certain
advantages over learning through external provision and formal qualifications, including job
relevance and cost. The employees, though, might find it is less transferable to other
employment if it is too specific.
Improve Productivity: The key purpose of training department is to improve
effectiveness and productivity. Everyone needs training to do their jobs well. Internal
training begins with an induction program, enabling the employee to learn how to do
the job, its purpose and how it fits into the corporate strategies. Ongoing support
training is essential to keep up with changes to the working and corporate
environment. This might be as simple as circulating company literature to update staff
on current developments. This kind of informality gives employees some
responsibility for their learning.
Relevance: By training staff internally, an organization can customize the learning to
fit business needs exactly, adapting some elements and omitting any considered
unnecessary for the job. This enables the employees to focus more clearly on the
organizational goals and strategies, while sensing their individual contributions to its
success. Depending on the type and scope of training, though, it is less helpful from
an employability perspective. For example, a former soldier might have received
exceptional training in communications and technology while in the Army, but he
might need to retrain to use the same skills in a commercial environment.
Employee Motivation and Retention: Training as a reward is an effective motivator,
and happy employees are more productive and less likely to think about leaving. A
structured internal training program shows staff the organization recognizes their
worth and it is in their interests to stay. Keeping the staff motivated and happy is one
of the best public relations tools an organization can have. Employees will soon let
their friends and family know if they work for an organization that doesn’t care about
them. Equally, if it is the best place they have worked, they will be keen to pass on
that message, too, encouraging more applications when the organization needs to hire.
Using employees as a marketing force to tell the world what a great organization it is
to work for sends out a clear, positive message about every aspect of the business.
Costs: Internal training can be a lot less expensive to develop than training from
external providers. In-house courses and programs can be costly to set up initially, but
in the long term they can be re-used and adapted as required without further
investment. Among the lowest cost internal training strategies are the informal
techniques such as using mentors and peers for on-the-job training. Cascade training
can help to make the most of any necessary external training. Trainees are required,
on completion of an external course, to share some of the most important aspects of
their new expertise with colleagues through presentations or written reports.
MISSION
The Training and Development Division creates, promotes and fosters individual and
organizational effectiveness by developing and offering an array of innovative and diverse
programs in support of the organization’s commitment to employee development,
partnerships, and organizational enrichment.
VISION
To be respected and appreciated by our customers for the outstanding quality of our work,
creativity, helpfulness, and the effectiveness through our training programs.
Strategic: aligned with business objectives
Multiple learning vehicles: considering audience, methods, and styles
Scalable: leverage content across different audiences
Measureable: tied to improved business results
Partnership: shared accountability with the line of business
GOALS
We accomplish our mission by focusing on the following goals:
1. Provide quality, cost-effective training designed to increase individual and
organizational productivity and enrichment.
2. Provide development opportunities that enhance knowledge, develop skills and enrich
the organization.
3. Create, promote and foster an organizational environment that values development,
diversity and growth opportunities for all employees.
4. Provide individuals and the organization with the tools to respond effectively to
customer needs as well as current and future demands for service.
5. Provide ongoing leadership and support to the organization’s succession efforts.
6. Promote, support and leverage technology resources and tools to improve and
enhance workflow efficiency and improve customer service.
Members
Training Department Member Designation
VP(Training)
Mr.Sachendra Gurung
9801158500 \ Ext:338
HOD(Training)
Mr.Ram Chandra Thapa
9801158398 Ext: 260
Training coordinator
Mr. Bibek Khadgi
9803360888
Training coordinator
Mr. Raju Danai
9846369862
