Through Training
By
ABSTRACT
In India, an increasing number of companies will have to depend for their value on the
interaction with the things and activities of the social and industrial world. Training is a
to lack of human connected ness in the competitive world, which can gradual affect the
1). How knowledge is created through training for individuals as well as groups
Today we live in the knowledge age. The world is at the threshold of a transition from
have to depend for their value on the development use and distribution of knowledge
based competencies. Individual and groups make use of their knowledge in interaction
with the things and activities of the social and industrial world.
Knowing is an aspect of our interaction with the world, its relationship with knowledge
knowledge is used as a tool in interaction with the world. A well executed and well-
planned training programme helps in personal growth of the employees and results in
consider as a bridge for inverse interplay of knowledge and knowing. It gives particular
shape, meaning and discipline to keep pace with the dynamic world. At the same time,
it is not necessary that all of what we know is to be interacted with the world, but to
think what becomes possible when knowledge is used as a tool in the context of situated
activity.
According to Mary Board and John New Strom (1992), “most of the investment
knowledge and skills gained in training is not fully applied by employees on the job”.
Nowadays training has been identified as the objective of in ‘Honalde and Honnah’s
words’ of capacity building which means the capacity to find one’s own solutions to
management problems rather than imposing external ideas upon oneself. Training by
practice adds knowing to knowledge by that an individual can begin t account for the
relationship between what he knows and what he do to know. It also leads to know how
he can begin to see to acquire new knowledge and knowing. Lack of training leads to
lack of human connectedness in the competitive world, which can gradually affect the
success of an organization
Learning, effectiveness, competency and innovations are its prime concerns. In order to
achieve competency the trainers are expected to design the training program to involve
these prime concerns as an identical one. Such training designs will create a sustainable
When gradually speaking, people posses two types of knowledge. They are
named as tacit knowledge and explicit knowledge. Tacit knowledge is nothing but
personal, context specific and therefore had to formalize and communicate. Explicit
organizational members almost into an explicit knowledge that can contribute to serve
the organization. Besides this, the challenges posed by innovation now tends to be seen
more on organizational training and this has become the central core of training
activities. The trainer’s capability is checking like how individuals and groups can draw
individuals know tacitly can be made use to groups how explicit knowledge can be made
as more useful aids for the development of tacit skills in individuals and groups.
It is essential for trainers to concentrate on how they can add value for their
training. Effort behind the trainers is to train the entire work force and managers in
achieving quality management. This can be done buy giving training seriously to build
core competence and multi-skill development among the work force. A modified form of
Analyze how each knowledge asset can add value through training
Specify what actions are necessary to achieve maximum usability and added value for
Review (evaluate) use of each knowledge asset to ensure added value through training
Primary role of training is to create an environment that facilitates idea generation
and execution with a view to harness individual’s brilliance within the organizational
Systematic Training Process
training and this has become the central core of training activities.
utilizing process and competency brings strength in doing particular things well. So that
training. An important explicit link lies between learning and knowledge through
of training and also by the transformation of that experience into knowledge. Knowledge
based training is one that allows any individual to sense and adapt changes to their
Core competency is one that lies between know-what and know-how. Within the
growing body of work on core competencies we can see serious attention being given to
two teams and individuals do their real work and how that work can be supported.
competence. To sustain the competition for efficiency and growth of organization, it has
become necessary for the trainers to understand the emotional competence of the
Emotional competence
Emotional competence
Conclusion:
Now the knowledge revolution is hitting the Indian society, it is advisable for
government and people to train knowledge management themselves and develop a
vision to revolutionize the way to create, share and use information to face competitive
edge. There is need to arrange comprehensive Knowledge Management Training to not
only business and industry, but also to government organization. All organizations and
companies have to revise their training courses so as to include knowledge management
in training. More and more it is being realized that the value of knowledge resides in the
trainers and the knowledge they create.
Reference
Brealey Publications.
3. Banks L. Motivations in the Work Place (1997), West Des Moines IA:
University Press.
Declaration
Tirunelveli, declare that this article has not been published anywhere and not under
1.Kanagalakshmi
2.B.Nirmala Devi