Employee training in quality in the new millennium

Investment in innovative HR practices and training, must be made by studying how new practices can work uniquely for the company. Employees must be told specifically what is expected of them and then track measure and reward performance. It is important to accept that culture change and intellectual capital matter. Intellectual Capital implies generating and retaining talented individuals by fielding the right person, training and developing skills relevant to the Company-speed, responsiveness, ability, learning capacity and competence. If employees are valued, they will share ideas and work harder. Organizational excellence can be achieved only by the human input motivated to do that much more than what mere individuals and machines can do. There are many diverse models of management ranging from total control of strategy, systems and structure to the other extreme of people-driven organisation. This study draws from human resource models of some successful quality companies in India and presents a framework for training and skill formation in manufacturing, service and small business units. It suggests workable modules of training suitable for Indian conditions along with a project or problem-solving approach which, while equipping the human resource with skills provides identity, esteem and commitment.