Exploring training and development interventions and strategic issues against the backdrop of organizational development

The training system oriented to organization development is beyond person-development orientation. Training oriented to organizations development demand strong collaborations between work organizations and training institutions. The institution plays ‘consulting role’ prior to the execution of required training parts and then again plays same role when participants return to their jobs. This orientation addresses an important question: what does an organization requires learning to achieve a particular change? Next step in this orientation is detail assessment of training needs and to relate them to other requirements of change. This paper is an attempt study the linkage between training and organization development and the strategic issues related to training programs.