ROLE OF TRAINING IN SUCCESSFUL IMPLEMENTATION OF

BUSINESS PROCESS REENGINEERING

Abstract
The main objective of this poster is to encounter new opportunities and look for the areas of
improvement by redesigning the processes within the organization so as to reduce the wastage
and the resources get fully utilized.

Need of the study

To emphasize on the importance of Business Process Reengineering in an organization in

context to cost minimization, productivity improvement for an organization and effectiveness
and efficiency, support and ease that the technology which can be attained by proper human
resource management. BPR includes the change in the existing processes and activities for
improvement in the productivity or output.

Business Process Reengineering

Human Resource Development: Effective implementation of the human resource ethics is
probably the most challenging sphere of business process reengineering. Business Process
Reengineering has been
often understood to be
rightsizing and downsizing
rewards and
of the staff to procure
•disciplinary benefits •training and
efficiency, cut costs, •recruitment and •recruitment and development
selection selection •resignation and
enhance quality and termination
•counselling and
improve customer guidance
performance transfers
satisfaction, which indeed
is a misleading thought.
There is a significant view
towards proper implementation of Business Process Reengineering in an organization.
Traditionally, Human resource development is a key to retain a quality Human Resource and to
prepare them for future tasks.

Model explaining Human Resource Management

TRAINING NEEDS ASSESSMENT (TNA)

TRAINING is essential for implementation of any new changes in an organization. It is almost

visionless to move forward before making the human resource well equipped with the
knowledge to do things. Hence, determining the need of training and the areas of focus is the
matter of concern in any organization.

Role of Training Need Assessment in Business Process Reengineering

The business process opinions always support you to understand the overall business procedure
of different activities. Human Resource Management is well-thought-out to be a support function
of business and its significant element is training and development or Human Resource
Development (HRD). It is vital to understand that without a detailed scanning of company’s
internal and external environment, one cannot frame a strategy close to reality. On the basis of
data gathered through environmental scanning, company should launch goals and objectives in-
line with company’s vision and mission. HRD department or Training & Development part of
HR than will conduct general Training Need Assessment. This TNA will be of general nature, in
which main aims to identify key areas where trainings are mandatory.

Training design always conducted in reference to company’s vision and allocated budget.
Quality of training is very much dependent on training design and Trainer’s skill and
capabilities. Now, company is able to impart trainings as per training calendar. This completes
the training implementation part. All trainings are considered incomplete without proper and
comprehensive training evaluation. Preliminary evaluation focuses on how much training was
operative in trainee’s point of view and how well trainee proficient during the training according
to trainer. The succeeding level of evaluation is carried out after some time in order to check
overall enhancement in efficiency of human resource in their job. Feedback which company gets
over training or over post training performance of same, training program effectiveness, trainers
efficiency and quality etc. This feedback benefits an organization to improve its training
development effectiveness.

CONCLUSION

Research has shown that a successful implementation of BPR is dependent upon the decision of
top management personnel to recognize the need and provide required training and education to
their workforce. Study reveals that there is a significant correlation between teamwork and
efficacious implementation of BPR in an organization. Technology is varying every passing day
and computation of organizational processes is main aim of the public as well as the private
sectors. Thus, the employees need to be made aware about the benefits occurring from training,
purpose of change and its importance for organization. Also, its importance for employees in
context to cost minimization, productivity improvement for an organization and effectiveness
and efficiency, support and ease that the technology will bring to the employees. Similarly,
employees need training on technology, teamwork, coordination, cooperation and their role in
reengineering. Thus, training of the top management regarding BPR and their part in this radical
change process is essential for constructing proper cross-functional teams across an organization.