1.

Introduction:

Every organization needs to have well trained and experienced people to perform the activities that have to be done. Training is a process of learning a sequence of programmed behaviour. It is application of knowledge. It gives people an awareness of the rules and procedures to guide their behaviour. It attempts to improve their performance on their current job and prepare them for an intended job. Development is a related process. It covers not only those activities which improve job performance, but also which bring about the growth of the personality; help individuals in the progress towards maturity and actualization of their potential capabilities so that they become not only good employees but better men and women. In organizational terms, it is intended to equip person to earn promotions and hold greater responsibility. Training a person for a bigger and higher job is development. And this may well include not only imparting specific skills and knowledge but also inculcating certain personality and mental attitudes. As the jobs become more complex, the importance of employee development also increases. In a rapidly changing society, employee training and development are not only an activity that is desirable but also an activity that an organization must commit resources to if it is to maintain a viable and knowledgeable work force.

2.

Features:

Training enhances the skills and capabilities of the individuals in an organization. The need for training can be emphasized in various work situations, such as in harnessing skills for existing jobs, planning out ones future job profile, elevating employees performance and so on. For training to be successful, the employees have to be convinced of its utility and effectiveness. A successful training program improves the performance of an employee which in turn enhances organizational performance. Training program should attempt to bring about positive changes in the-knowledge ,skills and attitude of the workforce.

It depends upon the top managements attitude and organizational culture to make the training programme a success and contribute to the overall development of the organization. The training and development function in an organization has gained a lot of importance due to advancement in technology and changes in market force.

3.

Definition:

According to Edwin B. Flippo; Training is the act of increasing knowledge and skill of an employee for doing a particular job.

According to Michael Armstrong; Training is the systematic development of the knowledge,skills and attitudes required by an individual to perform adequately a given task or job.

4.

Training and Development Function:

One of the most important functions in modern business and industrial organizations in the corporate sector It is not just HRM's responsibility, it is the responsibility of all the functional departments of an organization and also of the top and senior management It should in fact be a strategic management intervention for a forward looking, growth oriented organization It is an important motivator for present day professionals

Training

Preparation. Teaching. Guidance. Education. Instruction.

Development

Training. Growth: progress, enhancement, expansion, maturity, improvement, enlargement.

5. Training Philosophy:

Training constitutes an important component of overall Human Resource Management (HRM) strategy. It is a part of the Human Resource Management efforts of the organization that enables the employees of the organization to continuously update their functional knowledge and skills in various disciplines.

The employees should be familiar with the latest technological developments, organizational procedures and system as well as various Management concepts. An opportunity should, therefore, be provided by the organization to its employees, particularly in management cadre, to attend the management training courses, who in turns can share their knowledge and experience with the juniors in the organization.

One of the basic philosophies of the training programmes is to bring together participants of different disciplines from different regions so that they can exchange their work experience and the problems being encountered, with other participants.

After employees have been selected for various positions in an organization, training them for specific task to which they have been assigned, assumes great importance. Training is an important activity in an organization.

6.

Objectives of Training:

The overall training objective is to develop required knowledge, skills and attitudes of our employees so that they can perform more productively and achieve the business

goals. It is recognized that the employees learn primarily from on-the-job experience. Therefore, in achieving this objective, the primarily contribution is from on-the-job training and supporting contribution from the formal training effort.

1. To impart basic knowledge and skill to new entrants and enable them to perform the job well. 2. To equip employee to meet the changing requirement of the job and organization. 3. To teach the employees the new technique and ways of performing the job or operations. 4. To prepare employees for higher level task and build up a second line of competent managers. Training has always played an important and integral part in furthering many kinds of human learning and development. However, the fact that training can make an important, if not crucial, contribution to organizational effectiveness is only now being recognized fully. Companies, organizations and government are beginning to appreciate the value of adequate, consistent and long term investment in this function. Training and Development programmes help remove performance deficiencies in employees. This is particularly true when, The deficiency is caused by a lack of ability rather than a lack of motivation to perform. The individual(s) involved have the aptitude and motivation needed to learn to do the job better. Supervisors and peers are supportive of the desired behaviours.

There is greater stability, flexibility and capacity for growth in an organization. Training contributes to employee stability in two ways. Employees become efficient after undergoing training. Efficient employees contribute to the growth of the organization. Growth renders stability to the workforce. Further, trained employees tend to stay with the organization. They seldom leave the company. Training makes the employee versatile in operations. All rounder can be transferred to any job. Flexibility is therefore ensured. Growth indicates prosperity, which is reflected in increased profits from year to year. Accidents, scrap and damage to machinery and equipment can be avoided or minimized through training. Even dissatisfaction, complaints can be reduced if employees are trained well. Training is an investment in human resource with a promise of better returns in futures.

A companys training and development pays dividends to the employee and the organization. Though no single training programme yields all the benefits, the organization, which devotes itself to training and development, enhances its human resource capabilities and strengthens its competitive edge. At the same time, the employees personal and career goals are furthered, generally adding to his abilities and value to the employer.

7. Importance of Training:

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. 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 helps an employee to move from one organization to another easily. he can be more mobile and pursue career goals easily. Training makes employees more loyal to an organization. they will be less inclined to leave the unit where there are growth opportunities. training enables employees to secure promotions easily. they can realize their career goals comfortably. Economical supervision-as there is less requirement for supervision for trained employees.

Uniform procedures-with the help of training the best available methods can be standardized and made available to all employees.

8. Components of training:

9.

Training policy:

Every organization has well established and prescribed training policy for the training of employees. Training policy includes This policy depicts the top managements philosophy regarding training of employees. This training policy includes the rules and regulations,procedure,budget,standards and conditions regarding training. This policy depicts the intention of the company to train and develop its personnel. It provide guidelines for training programme.

10.Areas of Training:

Company policy and procedures

Skill based training Human relations training-interpersonal skills, leadership styles, disciplinary procedure etc. Problem solving training from simple operational problems to major decision making problems. Supervisory training-to enable the person to perform managerial and supervisory functions such as planning,organising,directing and controlling as employees move ahead in their career paths to assume positions of increased responsibility.

11. The

Training & Development Process:

Determine T&D needs. Establish specific objectives. Select T&D methods. Implement T&D programs. Evaluate T&D programs.

Needs Assessment Needs analysis- Developed by considering the over all organizational requirement, tasks associated with the jobs; and the degree to which skills are present Objectives Specific Measurable
Time Targeted.

Training Need Assessment

12.Role and Scope of Training:

Training has been performing a very important role in helping the Corporation to reach the commanding heights of performance over the years. The vitality of an organization depends upon its capacity to adapt itself to change. And the current changing environment calls for this the most. Training plays a vital role in this regard. The primary role of training is to assist the employees in their pursuit of knowledge and self-actualization, expounding the belief that there are no limits to human potential and growth and such potential should get transformed into reality. Any training would be considered successful only when the knowledge gained by the participants of various programmes is transferred to their job performance.

All formal training activities conducted by the Training Centres at Head Office and at Regional Offices are in line with the organizational needs. Formal training efforts of the Training Centres are directed towards supplementing the primary training process which takes place on-the-job.

13. Need

for basic purposes of training:

The need for the training of employees would be clear from the observations made by the authorities1. To Increase Productivity:

Instruction can help employees increase their level of performance on their present assignment. Increased human performance often directly leads to increased operational productivity and increased company profit. Again, increased performance and productivity, because of training, are most evident on the part of new employees who are not yet fully aware of the most efficient and effective ways of performing the jobs.

To Improve Quality:

Better informed workers are less likely to make operational mistakes. Quality increase may be in relationship to a company product or service, or in reference to the intangible organisational employment atmosphere.

To Help a Company Fulfill its Future Personnel Needs:

Organisations that have a good internal education programme will have to make less drastic manpower changes and adjustments in the event of sudden personnel alterations. When the need arises, organisational vacancies can more easily be staffed from internal sources if a company initiates and maintain an adequate instructional programme for both its non-supervisory and managerial employees.

To Improve Organisational Climate:

An endless chain of positive reactions results from a well planned training programme. Production and product quality may improve; financial incentives may then be increased, internal promotions become stressed, less supervisory pressure ensure and base pay rate increase result. Increased morale may be due to many factors, but one of the most important of these is the current state of an organisations educational endeavour.

To Improve Health and Safety:

Proper training can help prevent industrial accidents. A safer work environment leads to more stable mental attitudes on the part of employees. Managerial mental state would also improve if supervisors know that they can better themselves through company-designed development programmes.

Obsolescence Prevention:

Training and development programmes foster the initiative and creativity of employees and help to prevent manpower obsolescence, which may be due to age, temperament or motivation, or the inability of a person to adapt himself to technological changes.

Personal Growth:

Employees on a personal basis gain individually from their exposure to educational experiences. Again, Management development programmes seem to give

participants a wider awareness, an enlarged skill, and enlightened altruistic philosophy, and make enhanced personal growth possible.

14.Need for training:

An increased use of technology in production. Labour turnover arising from normal separations due to death or physical incapacity, for accidents, disease, superannuation, voluntary retirement, promotion within the organization and change of occupation or job. Need for additional hands to cope with an increased production of goods and services. d)Employment of inexperienced, new or badli labour requires detailed instruction for an effective performance of a job. Need for reducing grievances and minimizing accident rates. Need for maintaining the validity of an organization as a whole and raising the morale of its employees. Collectively, these purposes directly relate to and compromise the ultimate purpose of organisational training programmes to enhance overall organisational effectiveness.

15. Training

Course/Training Module Design Model:

Training course/training module objectives. Target audience. Learning objectives. Evaluation plan. Current status. Learning gaps. Design options. Budget analysis.

Detailed design. Produce materials. Test course/test module. Revise design. Revise materials. Run course/module. Evaluate outcome. Celebrate success.

16. Training

Methodologies:

Briefing. Lecture. Presentation. Demonstration. Discussion. Workshop. Case study. Individual exercise. Group exercise. Role play. Management game. Audio visual. T group or sensitivity training. Teleconferencing and distant learning. Computer based training (CBT)/Interactive learning modules. Peer group learning. Questions and answers. Home work. Learning diaries to be maintained by the participants.

17. Training

Aids:

LCD projector with laptop or PC (with necessary software). Video films. Over head projector (OHP). Slide projector and slides. White board with colored markers. Flip charts. Tape recorder.

Samples/Facsimiles. Models/Mock-ups. Simulators.

18. Evaluation

the process for collecting, analyzing, and reporting information useful to decision makers in selecting amongst alternatives. the process of determining, to what extent the ( training) objectives are actually being realized. the process of providing feedback to trainers about the effectiveness of their training. The process and means of evaluating training and development should be decided at the time that learning objective are established.

19. Evaluating

Human Resource Development :

Participants opinions (reaction) Extent of learning (learning) Behavioral change (behavior) Accomplishment of T&D objectives (outcomes or result)

Evaluation of T&D Effective criteria used to evaluate Training focus on outcomes:

1- the Reaction by trainees to the training content and process. 2- the Knowledge or learning acquired through the training experience. 3- change in Behavior that result from the training. 4- Measurable Results or Improvements in the individuals or the organization, such as lower turnover, fewer accidents or less absenteeism.

Evaluation of the training programme must be based on the following principles: Evaluation specialist must be clear about the goals and purpose of evaluation. Evaluation must be continuous. Evaluation must provide the means and focus for trainers to be able to appraise themselves, their practices, and their products. Evaluation must be based on objective methods and standards. Realistic target dates must be set for each phase of the evaluation process. A sense of urgency must be developed, but deadlines that are unreasonably high will result in poor evaluation.

There are various approaches to training evaluation. To get a valid measure of training effectiveness, the personnel manager should accurately assess trainees job performance two or four months after completion of training.