Effectiveness of Blending Training and Development with Succession Planning in Automobile Industry in India

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Claudios Fernando, N. SanthoshKumar

Abstract

“Training and development is crucial for an organization's short- and long-term health, not merely as a nice factor of motivation for employees.”


In India, the automobile industry is the fastest growing industry.It is critical to be focused on developing strategies to increase their profitability as they contribute to our economy's growth. Every organisation in this sector is required to improve its training and development programmes in order to improve employee work performance. As a result, they must include the most effective technique for developing a training and development programme within their organisation. This will enhance the accuracy of the personnel, which will represent the industry's success. As a result, the focus of this research is on an exploratory investigation of several significant critical reviews highlighting the role of this metric. This study is mainly focusing on a continuous process of developing career objectives and skill sets of key leaders through training and development to plan succession planning in Automobile Industry. To keep up with the competition, succession planning is a strategy for nurturing and evaluating future leaders inside the organisation. As a result, every organisation needs a highly qualified workforce. It ensures that business continue to run smoothly after resources moves on. Identifying alternative and potential resources inside the organisation and giving various career development training programmes to boost skill sets and make the backup resource suitable for the corresponding key roles are the first steps in succession planning. Mentoring and continual screening are important aspects of increasing confidence. This study is all about employee training and development program, mentoring, on-the-job training, and elaborate communication with replacement resources time on time. Our research may give addon to the enhanced succession planning. The issues to be considered could include the growth of individuals for leadership roles, as well as the addition of talent to the organization's talent bench and the reduction of knowledge gaps while guaranteeing business continuity.

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