Since the year 2000, business organization had a lot of changes. Some differences must be faced and should get some adjustments for reaching best result in business.
There are some key management issues that appear in this new era.
First, there are some big changes in structure and business organization. The management of business organization has changed and has its own way about process and regulation. We know that leadership in business organization has improved well nowadays. All member of the business organization has a right to make an own-work-decision and deliver lot kinds of contribution to the company. The coalitions of all employees in a company are needed to build a great management.
Second, the management changes have different perspectives in viewing on it. This case brings any kinds of management point of view sharing through the modern information and technology. The modern era also bring a lot of changes, that development of management must be done in a “revolutionary”, not in “evolutionary” anymore. This era also let employees to more flexible in working and have an own creativity to get the best result.
The third is about the changes of employee workforce. The education, lifestyle, and family background give a big impact of employee in this era. For example, the woman that become an employee, but must be a wife and mother in family can impact the workforce. The increase of part-time employee or some workers that do the job from the house via email also have given a new face of business organization.
Forth, some questions for training management is likely challenge us in this new business management atmosphere. ‘‘How can we manage a company’s knowledge and skills base so that employees develop with change?’’ and ‘‘What methodologies for training management will keep a company’s human re-sources tuned and ready to move the business forward?’’ This is a must that new era management should answer those questions by the creative and innovative method in development process.
The fifth is about management assumption. For example, “Management believes that its human resources are what makes the company strong”; or “Management carries out procedures that flow from policy.” In fact, Carolyn Nilsson assumes, that “training managers have widely varying backgrounds and responsibilities and that training management occurs on various levels.” Each management has it own characteristic and the manager should have a special way in controlling and developing.
Training Management also has a new perspective while the world is becoming newer every day.
First is about adopting a system orientation. As training department build up the structure become smaller in number of employee and flatter in term hierarchy, it is important to make sure the core employee has a system orientation to the work in training organization. It also support for all member of organization understanding a same value and regulation that fit with the company. This is for the best result and effectiveness in business process. However, the starting point is the thinking of the leader. The head of the company must think about the best value and regulation, after that let the learning process that teach employees become the best employee for the business organization; because learning is a systematic process that always need leader’s control and thinking.
The second is that about running the training operation. Human resources development is a very important part in a company for getting better employee, but it is must done in effectiveness in way, also in budget. There are a lot of studies shows the company who get the very big profit from this process by spending effective-cost, in the other hand, some show how company get bad result of big-cost training –caused of wrong and ineffective way training process. In training operation, it is better to keep the design but also be flexible in some cases, so that the people and budget can respond quickly if there are some sudden-changing.
Third, company must make assessing training needs. Training is complex activity in a company-it is set from and for the company. Training process is designed by looking on the company’s condition. The internal factor-such as, employee’s and company real condition- and external factor-like, also external factor-like organizational, technological, political, and demographic changes- can give a lot of impact on the training process. So, the training needs is must be assessed critically by the company, for the purpose of getting the fittest kind of training. This assessment could be done by using “performance analysis” on all aspect of the company.
The forth is designing and writing training. Training goal is for create a better employee for better business. This long-range goal is reached by improving employee skills in working, moreover in designing and writing. It is important for employee having a creative way of thinking and good in communication inter-department, especially on using letter communication and documentation skill.
Fifth, company also should give attention about implementing and delivering training. The flexible training is given by a lot of different way on delivering. Thus, implementation step also will be done in a flexible form. Employee would have a special-character and flexible way in working, communicating, and solving problem. So that, employee would can implement the skill and knowledge from the training in all condition.
Sixth, evaluating training also becomes an important step of training process. Evaluation is designed to assess the implementation of training, so the company will know how positive or negative effect that is gotten by the company. This step also allows the company to always make improvement and development of the employee quality. One of the best ways to evaluate is “three hundred sixty-degree” evaluation method. If the evaluation is not done effectively and maximally, it can give a long-term bad impact for the company.
The last is how company gets concern on guaranteeing training’s longevity. Actually, this step is similar with the previous; the differences are on how company makes sure that the training brings long-range advantages for the company. Training absolutely should show it result in 100% of the real-goal; goal of improving quality and goal of making the employees become precious asset for long-time business. In conclusion, training needs some specific aspect on it; they are focus, discipline, strategic thinking, vision, and leadership.
In a real practice, learning organization need a very good leadership for getting the optimal result on it. One of the methods is by paying attention to cognitive psychology. Some of aspects which are concerned are job and task analysis, measurable behavioral objectives, also time and motion studies. But, everything is different on this modern era. Information is not an industrial production, but be the organizer due to the modernity of information technology. In this case, the new perspective in training process is about cognitive psychology and the potential in the concept of “learning”. The shifted orientation –from behaviorism into cognitivism –is a product of shift thinking from “instruction” into “construction”. Cognitivism will always provoke a company to “moving toward”.
Second, there is an indisputable value of diversity. The diversity of employees should be overcome by good leadership and management. So that, there is a good assimilation process and all of employees would accept the same company value. Then, there are a theory named “Fifth Disciplines” (system of thinking; founded by Peter Senge) which must be applied in company rule. It can face the complex problem on business in this new era.
This system of thinking is about how we can think widely and out the box for reaching best business result. According to Senge, company could not be defeated by the world unhealthiness to get down on business. World is changing, it means a company should do innovation to improve business for getting greater. However, the new world gives us a lot of eases, but possibly it gives us infirmity. In this condition, it is still absolute that human resources development still be the most-influential aspect in company life.