ODL+for+Corporate+Training

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Chapter Abstracts (entire directory)

Abstract
All of us in the 21st century witness rigorous reform initiatives in all sectors of our society with diverse objectives like qualitative and quantitative improvements, cost reduction, explore the possibilities of new technologies, better protection of the interests of both institutions and customers/stakeholders etc. Now a day, in industries, service sectors and in governments, one can easily identify a couple of such active reform initiatives. When we analyze the success and failure stories of such initiatives, it is vividly identifiable that all success stories are heavily indebted to effective training and development programmes and all failures have its absence as a prominent cause.

Conduction of such regular training programmes most often pose strong challenges to the HR Departments. Reasons are many like, constraint of funds, demand-supply gap in HR, business contracts that require 24x7 service availability, non-availability of required training programmes/skilled trainers at the time of necessity, absence of the mechanisms to review the progress of the training etc.

In this chapter we will discuss the factors that generate higher demand for training, constrains of the traditional training setups in addressing this situation and how Open Distance Learning is accepted as a suitable alternative with the support of a few examples

Contributors
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 * **Family names** || **Given names** ||
 * P || Anil Prasad ||

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