Training and Development Assignment 2022

Running head: TRAINING AND DEVELOPMENT
TRAINING AND DEVELOPMENT
Name of Student
Name of the University
Author Note

TRAINING AND DEVELOPMENT1
Table of Contents
Introduction......................................................................................................................................2
Discussion........................................................................................................................................2
Brief introduction of TATA STEEL and its present learning strategy for employees....................2
Conducting a training need analysis to identify the training gap of TATA STEEL.......................4
Recommendation of strategies for address the training gap so identified.......................................7
Conclusion.......................................................................................................................................8
References......................................................................................................................................10

TRAINING AND DEVELOPMENT2
Introduction
The strategy of organizational learning comprises of implementation of the training in the
organization and measuring the effectiveness of the same through various methods. Training and
development helps in improving the performance of the organizational employees by providing
them with proper training and development opportunities being provided to them. Training
involves enhancing and improving the skills, knowledge of the employees, changing people
attitude towards their job by improving their skills that can help them in carrying out their
activities in a better way and others (Saks 2015). Training is an educational process and a
program that help the employee in improving the performance and development has a broader
scope because it involves the overall development of the employees such as career development
and others. The organization chosen for the purpose of this study is TATA STEEL which is a
multinational organization that is engaged in making steel of high quality and providing the same
cross different countries (Tatasteel.com 2019). The main aim of the paper is to identify a training
gap in the organization and to overcome the same. The paper will therefore discuss about present
training and development programs of the organization, carry out a training need analysis in
order to identify the training gap of the organization and recommend strategies to overcome the
gap.
Discussion
Brief introduction of TATA STEEL and its present learning strategy for employees
TATA STEEL that was earlier known as the TATA IRON AND STEEL COMPNAY
LIMITED OR TISCO was founded by Jamshedji Tata and is multinational steel making
company providing quality steel to its customers. It delivers crude steel of about 27.5 million

TRAINING AND DEVELOPMENT3
annually across all countries (Tatasteel.com 2019). It is ranked as the second largest steel
company of India. It operates in about 26 countries. The company has the vision of becoming a
global company for benchmarking its corporate citizenship and for value creation. The company
has a mission of strengthening the industrial base of India by making effective utilisation of
materials and staff. They are willing to achieve the same with the help of technology and high
productivity that are in alignment with the modern practices of management. The company has
core values of integrity, excellence unity, responsibility and pioneering. The company
understands its responsibility towards the society and therefore also motivates its employees
towards the same (Rodriguez and Walters 2017).
The present training and development strategies of the companies includes giving
training to the employees when they join the organization, training is provided to the existing
employees to enhance their knowledge and skills, whenever there are any changes in the
technology the employees are given training for the sane and training is also given for career
growth and promotion (Cohen 2017). The leadership programs conducted at TATA STEEL aims
at crafting leaders of the future by grooming them. High quality training programs are carried out
by the organization for improving the cross functional activities and also improving mobility into
cross companies. They have established training programs such as TMTC and TAS for
improving the leadership skills and knowledge of the employees. The Tata management training
centre of the TMTC was established by JRD TATA for grooming managers such that they can
become leaders. This program acts as catalyst to the best performers of the group by providing
them proper training and direction (Lakshminarayanan, Pai and Ramaprasad 2016). The TMTC
program has the objectives of improving the knowledge of people by providing them with the
latest information, it facilitates behavioural changes in the employees, the program is aimed at