I am involved in training at development. At the moment we are heavily focussed on class room training but I am trying to implement virtual training which can be done at anytime, some of the advantages of this:

• Flexibility - People can do it when they are free rather than when I am free to teach them and when others are free that we have enough in a classroom to teach.
• We can capture people on different shifts and across different plants in different locations of the World.
• People can do it at home, so for example with the current situation where a lot of people are being forced to work from home. There is online training available for them to undertake.
• We can make minor / major amendments to training quickly that can be distributed quickly.
• We can track who has done the training and who has done what revision and therefore who needs to be trained.
• Our classroom training can now be more focussed on specific individuals who need it, rather than a capture all approach.

Dear Moses

Training and development in the process by which people are taught skills and giving them knowledge or behavior to date requires the implementation of their responsibilities through the required standards, and this process differs from the education process through which general knowledge is communicated on a specific subject and that focus is through the training process on Specific requirements for the next job in targets on the specific requirements for the job that include the goals of the training process in improving the performance of current tasks and in giving instructions on tasks that are not familiar to the person who occupies the job or may be done in preparing the person for some Changes that are likely to occur.

Thank you Ali Saad Al-musawi for the reply. Yes, people are taught some skills and they acquire knowledge, whats the anticipation of the future, that is the anticipated new skills for the next 5-10 years, or training and/or development trends in terms of technology or any changes.

I am involved in training at development. At the moment we are heavily focussed on class room training but I am trying to implement virtual training which can be done at anytime, some of the advantages of this:

• Flexibility - People can do it when they are free rather than when I am free to teach them and when others are free that we have enough in a classroom to teach.
• We can capture people on different shifts and across different plants in different locations of the World.
• People can do it at home, so for example with the current situation where a lot of people are being forced to work from home. There is online training available for them to undertake.
• We can make minor / major amendments to training quickly that can be distributed quickly.
• We can track who has done the training and who has done what revision and therefore who needs to be trained.
• Our classroom training can now be more focussed on specific individuals who need it, rather than a capture all approach.

Although a lot of organizations use the online training and development, I believe that it will be more widely used in the future.

As long as Organizations want to grow

The future of training and development remained high till the time there is an urge of learning new knowledge and skillset. It is a continuous process of human development. As we believe that no one can have all knowledge and skills at any point in time or period which may suffice to bring solutions to all future implications one faces in his professional and personal life. So once there will be new set of problems and issues there will be a need for training and development.

Specifically talking, it requires once you and your organization needs additional knowledge to enhance the business scope and to increase customer satisfaction. Whatever the case the time you come out of your existing status, it can be in many ways, you need people with those sets of knowledge and skills which may satisfy organization's changing status. Here training and development comes in. The better you equip yourself through new tools and techniques, the better you can help your organization grow.

aprender a innovar

I believe that today and future training needs to be based on acquiring specific competencies dictated by the assigned academic curriculum. Nowadays, professionals are being recruited based on what they are capable of doing (specific tasks) and experience rather than on general knowledge, qualifications, and background based on their curriculum vitae.

A mixture of experienced teachers and mentors and upcoming knowledge are crucial factors for getting the most of the training.

Development depends on the person's capability to thoroughly understand the working scenario and apply knowledge and experience with innovation to develop more efficient ways to perform a project.

Moses Ufumeli ... I know what you mean, may be, yes the future of training and education will be more "unhuman", meaning that we are going to use - also right now - technology: online system, webinar, training by IT system, etc.

Chapter MODERN TRENDS AND PRACTICES IN TRAINING AND DEVELOPMENT: AN OVERVIEW

Article The increasing scope of training and development competency

Online training have been taken into consideration in few areas, and it can be a good prospect in near future

Colleagues:

Training and development seems to be changing as organizations increase their hiring of part-time, temporary, and contract employees. Employees are viewed as "commodities" or "Its" in most organizations and this perspective is, in my opinion, a tragic mistake. The evidence supports the fact that high-performance work systems are most successful, more profitable, have greater innovation, better customer service, and lower turnover -- but the overwhelming trend is to hire part-time employees. Training is task-focused and fails to recognize that employees are the source of added value -- rather than simply cost centers (as they are most commonly viewed by most CFOs).

The evidence is clear that only 15% of employees worldwide describe themselves as positively engaged at work (Clifton & Harter, 2019). Harrington (2017) confirms that trust in leaders in organizations of all types has decreased. Current management philosophies seem to be failing and most organizations in the USA are in major trouble. The corona virus will exacerbate the problems.

In colleges and universities, the credibility of academia has been profoundly undermined by the realization that virtually all courses can be taught online (though often not very well). With the HUGE economic pressures facing government, fewer dollars will go to tertiary education (i.e., colleges and universities). Without question, the USA will be under great financial pressure to make college and university education virtually free -- but will provide that education with more and more underqualified part-time faculty who are so burdened down by class loads that they will be unable to stay current and do research.

Although it is increasingly an economy dependent upon knowledge and information, many companies will run via "seat of the pants" reliance on the "conventional wisdom" that Stanford's Jeffrey Pfeffer called the greatest cause of organizational dysfunction in his 1998 book, The Human Equation.

The bottom line is that we are likely to be headed for the greatest recession since the 1930s worldwide and training and development will focus on trying to get employees to conform to "command and control" rules. An elitist group of so-called "analysts" and "experts" (Mintzberg, 2004) will think they know better than everyone else . . . with predictable results. There will be short-term "paper successes" with decreasing commitment to corporate citizenship -- leading, in all probability to chaos and public dissatisfaction.

The picture does not look pretty . . . and I hope that I am wrong. In a few great organizations, high-performance work systems will prevail -- but the "analysts" will be slow to appreciate the importance of treating people like they matter.

CC

Dear Cam Caldwell,

Your comments are most appropriate and I appreciate it. So many like minded people would do.the same.

The future of training and development mainly focus on different skills that may vary with industry to industry.

The future trainings and jobs mainly focuses on creativity,complex problem solving and people management.

The future of training and development is the raising time and efforts of trainees to follow specific exercises and to improve their knowledge and skills by themselves with only occasional support of a trainer. This happened when professional sport partially mutated into fitness, the same will be in finances, organization, leadership, technology management etc. The two types of training mode will coexist but the number attending 'fitness classes' in leadership or just practicing some exercises by themselves will be greater than the number of persons attending intensive trainer-led sessions.

The future of training and development depends on the nature of technology and development. Some time in some industries Development depend on technology because the nature of development change with the nature of technology. Also the development of technology depends on the available space and slot for the technology development. Hence these are inter dependable. The nature of training also depends on the type of technology that what is accessible and available in the market.

I agree with Irshad Ullah