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The responsibility for training subordinates has to rest firmly on the managers or supervisors for they are accountable to top management for the performance of their staff. Training function includes personnel function concerned with people, relationship, job satisfaction, efficiency and organizational success. The training function’s responsibilities begin with involvement in the formulation of corporate plans and business strategies. The business strategy and corporate plan would furnish the basis for a training plan embracing the whole organization.

Management development scheme sets out to improve and maintain standards of managerial performance in an organization and train managers to meet organization needs. Better understanding of different individual objectives within organization may often be achieved through the medium of well designed training.

It is necessary for the training objectives, policies, plans and strategy to reflect the philosophy in the business plan. Training policy must echo management policy. Organization should have a declared training policy which is understood and supported by employees at all levels. This is important since training should be seen as an opportunity for employees to further their knowledge and expertise both in their own and the organization’s interest.

Training strategy has to recognize the department’s responsibilities, the training department’s strategy should embody overall sense of direction, environmental influences, satisfying organization need, right methodology, tactical flexibility and acceptance of measuring results.

The unification of training objectives, policies and strategies with the organization’s business plan is the key factor for the successful training program and improving organizational performance.

This article stresses the importance of unification of training objectives, policies and strategies with organization’s absolute corporate plan and business strategy. The idea is that to make training activities more effective and can benefit organization’s needs, it must be in line with organization direction. Otherwise it will be useless for training department to train employees that won’t give impact on organization’s performance.

Some of the organizations survive without offering any training to their employees. They may believe that training is a waste of money, which suggests they have had negative experiences with training in the past. Alternatively, they may be willing to buy in employees with the skills and knowledge needed to run their businesses. Employers should have clear goals for the training function in their organization.

These goals include assisting employees in developing the skills and knowledge needed to perform effectively in their current jobs, preparing employees to take on a variety of jobs as and when required; and helping employees develop and achieve their potential.

This also can be reflected with the idea of Return of Investment (ROI) in training program on organization. In order to achieve planned ROI there is no doubt that the training objectives, policies and strategies should be in accordance with organization’s business strategy.

A good overall training objectives, policies and strategies system should be technically sound, operate continuously and systematically, employ various techniques as appropriate to the situation, be acceptable to the department and be administratively practical.

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