Glaxosmithkline the sessions by actually experiencing it

considers that training and development as important factors which are vital within
the company. They provides their employees with different types of training and
development programs depending on their capabilities. This not only improves
the organisation’s performance but also helps employees increase their
knowledge and develop their potential. According to a document prepared by
Ashish Batra in India, most of
GSK training and development plans are prepared for apprentices once a year
according to their standard. After finishing apprenticeship, employees’s
performance are evaluated and it is decided who will be rewarded.

    In GSK, the “instructor-led training” is preferred
the most. While this type of training is conducted, apprentices truly
experience the sessions by real situations with the mentors even in groups or
as individuals. It is very helpful because all sessions are always recorded and
the courses’s streaming are uploaded on the main web of the company for everyone
who missed or wants to revise the sessions more than one time. There is an most
important part is the evaluation can be done at the same time while the
sessions are being conducted, everyone can identify their own strengths and
weaknesses, which can help the instructor create more sessions to accomplish the
perfection of their strengths and improve their weaknesses.

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second type of training is “On-the-job” which is also one of the techniques
mostly used for training programs. According to website, working with
the managers regularly will help employees achieve their potential. Approximately
70% of company’s learning and development is attained through on-the-job
experiences. In this type of training, the beginners will do the sessions by
actually experiencing it by themselves as the company thinks that it is better
for understudy employees who just joined the company because they directly learn
and work with or under current experienced employees


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