LITERATURE REVIEW

MEANING FOR TRAINING AND DEVELOPMENT:

Training aims to improve employees current work skills and behavior, whereas development aims to increase abilities in relation to some future position or job.

DEFINITIONS:
Hesseling (1971) defines training as a sequence of experiences or opportunities designed to modify behavior in order to attain a stated objective. Hamblin (1974) defines training as any activity which deliberately attempts to improve a persons skill on a job as opposed to education which is mainly concerned with personal development and not related directly to the job. Nadler (1971) has stressed the difference between training which is concerned with present jobs, and development which is concerned with future jobs as opposed to Hamblin who assumes development simply as training for future jobs. Flippo defines training as the act of increasing the knowledge and skills of an employee for doing a particular job. Taylor M.H., in his article Training of trainers defined training as a means to bring about a continuous improvement in the quality of work performed, it would equip them with necessary knowledge, skill, abilities and attitude to perform their jobs.

 Dale S.Beach in his book Personnel defines training as the organizational procedure by which people learn knowledge and/or skill for a definite purpose. Chowdhry D.P. training is a process which enables the trainees to achieve the goals and objectives for their organizations.

OBJECTIVES OF TRAINING AND DEVELOPMENT:

To train the employees in the companies culture. To prepare the employees both newly recruited and already employed to meet the present as well as the future requirement of the job and the organization. To train the employees in order to improve the work methods and skills so as to increase the quality and quantity of output. To prevent obsolescence. To prepare employees for higher level responsibilities. To reduce supervision wastage and accidents. To develop inter-personal relations.

IMPORTANCE OF TRAINING AND DEVELOPMENT:

Trained workers can work more efficiently. There will be fewer accidents. As training improves the knowledge of employees regarding the use of machines and equipments. Wastage is eliminated to a large extent as they use tools, machines in a proper way.

 Training can contribute to higher production, fewer mistakes, greater job satisfaction, and lower labor turnover. It makes the relationship between management and employee cordial. Training helps an employee to move from one organization to another easily. Training makes employees more loyal to an organization.

TYPES OF TRAINING: INDUCTION TRAINING:

Introducing the new employee to the organization and its procedures, rules and regulations. Every new employee needs to be made familiar with his job, his superiors and subordinates and with the rules and regulations of the organizations.

JOB TRAINING:
To increase the knowledge and skills of an employee for improving performance on the job.

SAFETY TRAINING:
Training provided to minimize accidents and damage to the machinery. It involves instruction in the use of safety devices.

PROMOTIONAL TRAINING:
It involves training of existing employees to enable them to perform higher level jobs. Employees with potential are selected and are given training before their promotion.

REFRESHER TRAINING:
Its also called as Retraining. Purpose is to existing employees with the latest methods of performing their jobs and improves their efficiency further.

REMEDIAL TRAINING:
To overcome the shortcomings in the behavior and performance of old employees. It may include unlearning certain inappropriate methods and techniques.

INTERNSHIP TRAINING:
The organization providing the training may even absorb the candidates post training. Example: MBA students undergo such training.