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Introduction To Training Feature Of Training and Development Aspects Of Training and Development Objectives Of Training and Development Importance Of Training and Development Objectives Approaches Of Training and Development Training and Development Process Importance Of Training Importance of training and development in changing business environment Benefits of Training Resistance by Employees for undergoing training Relationship between training and development and productivity.

INTRODUCTION
Every organization needs to have well trained and experienced people to perform the activities that have to be done. This is the most important aspect of Human Resource Management. It is widely known that Human Resource Management helps people to expand their capabilities and offer numerous opportunities. It is also felt that the expanded capabilities and opportunity for people at work will lead directly to improvement in operating effectiveness. The human resources approach means that better people achieve better results. So if the current or potential job occupant can meet this requirement, training and development is not important.

But when this is not the case, it is necessary to raise the skill levels an increase the versatility and adaptability of employees. Inadequate job performance or a decline in productivity or changes resulting out of job redesigning or a technological break through require some type of training and development and development effort. As the jobs become more complex, the importance of employee development through training and development also increases.

In a rapidly changing society, employees training and development and development is 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. In fact industrial to, if is to maintain a viable and knowledgeable work force. In fact industrial growth cannot take place properly without trained manpower. The technological advancement is taking place at such a rapid speed that the knowledge and skill required become obsolete at much faster rate. In order to cope up with the fast changes in requirement of skill and knowledge due to advancement of technology the need for systematic training and development has been felt in almost all organizations.

Having selected most suitable persons for various jobs in the organization through the application of scientific techniques, the next function of personnel management is to arrange for their training. All types of jobs in the organization usually require some type of training and development for their efficient performance. Employees talent is not fully productive without a systematic training and development program.

3 Moreover, big organization hires a large number of young people every year. Because the vat majority of these do not know how to perform jobs assigned to them in work at some college or institution, must receive some initial training and development in the form of orientation to the policies, practices and ways of their employing organization.

HISTORY OF TRAINING

Since prehistoric times the jobs of adults have been taught to children to prepare them for adulthood. Throughout the centuries societies have changed, have become more complex. The kinds of work to be done, the skills needed, and the tools used to do the work have also changed. In order to manage these changes in the complexity, volume, and content of work, job training and development also evolved. These different practices were developed at different times, and some of them changed through the years, but all of them are used today, depending on the training and development needs and situation. CONCEPT OF TRAINING Training and development is expensive. Without training and development it is more expensive (Pt. Jawaharlal Lal Nehru) The individual must have the theoretical and practical knowledge of the work, for which he/she required to perform. The theoretical knowledge can be gained in educational institutions but for the practical knowledge training and development is required. In this way the training and development acquaints the individuals with the real life situations of the work and helps them to accomplish their job with fewer faults. Training and development is learning process at involves the acquisition of knowledge, sharpening of skills, knowledge, concepts, rules, or changing of attitudes and behaviors to enhance the performance of the employees.

Training and development is the organized procedure by which people

learn knowledge and/ or skill for a definite purpose by Dale S. Beach Similarly Steinmetz has observed. Training and development is a term process utilizing a systematic and organized procedure by which non-personnel learns technical knowledge and skills for a definite purpose. From the above definitions it can asserted training and development is a technique concerned with the development of skills and knowledge in particular actor discipline. Training and development enhances and improves persons skills. Imparts knowledge to change persons attitudes and values towards a particular direction. William G. Torpey has defined training and development as the process of developing skills, habits, Knowledge and attitudes in employees for the purpose of increasing effectiveness of employees in their present government positions as well as preparing employees for future government positions. The above definition of training and development is based on assumption that all training and development is not necessary and all training and development is not beneficial. Training and development is a technique which properly focuses and direct towards the achievement of particular goals and objectives of the organization. Hence identification of training and development needs is first and probably the most important step towards the identification of training and development techniques. The process of identifying training and development needs is carefully thought out program that needs to be carried out with sensitivity because success of a training and development program may be crucial for the survival of the organization. In every company, Human Resources (HR) training and development in many employee-related and legally-related topics is mandatory, especially for managers and supervisors. The organization needs to equip its employees to handle their employee relations and responsibilities competently. But, for maximum positive impact and learning, training and development needs to

5 be motivational and interesting. The word training consist of eight letters, to each of which could be attributed some significant meanings in the following mannerT Talent And Tenacity R Reinforcement Something positive to be reinforced into memory and system again and again, until it becomes a spontaneous affair A I N Awareness Interest Novelties With which one can easily take along strides of progress Which invariably accompanied by excitement and enthusiasm The new things, the like of which would sustain our interest and fill our hearts with thrills and sensations I Intensity The training and development instilled into the trainees mind must acquire experience-oriented intensity N Nurturing It does refer to incessant nurturing of talent, which otherwise would remain latent and dormant G Grip A fine grip over the situation solves multiple problems and enables one acquire a practical and programmatic approach along with all tricks and tactics to achieve success after success in ones endeavors Training and development is a subsystem of an organization. It ensures that randomness is reduced and learning or behavioral change takes place in structured format. Training and development is activity leading to skilled behavior It is not what we want in life, but it knows how to reach it. It is not where we want to go, but its knowing how to get there. It is not how high we want to rise, but its knowing how to take off. It may not be quite the outcome we were aiming for, but it will be an outcome. It is not what we dream of doing, but its having the knowledge to do it. It is not a set of goals, but its more like a vision. It is not a goal we set, but its what we need to achieve it. Strong determination

Training and development is about knowing where do you stand (no matter how good or bad the current situation Looks) at present, and where you will be after some point of time .Training and development seeks a relatively permanent change in an individual that will improve his/ her ability to perform on the job. It involves changing of

Skills Attitude Knowledge

TASK
Answer incoming calls promptly and courteously

KNOWLEDGE
Company procedures greeting callers Assertive

SKILL
for Switchboard operation

and

courteous

telephone manner Ascertain the nature of the call and directs it to the most appropriate person. Extensions Takes messages accurately Company when required procedure for Judging when to offer to take messages Functions company within the Questioning and listening techniques

recording messages

Memo-writing proficiency (Knowledge and skill breakdown)

Training and development is about acquisition of knowledge, skills and abilities (KAS) through professional development. It involves systematic procedures for transferring technical know- how to the employees so as to increase their knowledge and skills for doing specific jobs with proficiency.

7 TRAINING AND LEARNING: DEVELOPMENTIS DIFFERENT FROM EDUCATION AND

Education in the largest sense is any act or experience that has a formative effect on the mind, character or physical ability of an individual. In its technical sense, education is the process by which society deliberately transmits its accumulated knowledge, skills and values from one generation to another. Learning is acquiring new knowledge, behaviors, skills, values, preferences or

understanding, and may involve synthesizing different types of information. The ability to learn is possessed by humans, animals and some machines.

FEATURES OF TRAINING:

The ability of a company to reach its goals depends on the attitudes, skills and knowledge employees gain from training and development and development. Training and development and development are usually an important function within human resources departments . Training and development objectives are tied to organizations business objectives. Following are the main features of training-

Training and development is modular so it can be adapted to workplace schedules.

Training and development program has enough flexibility so that it can be easily adopted by the organization as their working schedules. Training and development program is designed as such it does not create any hindrance in the production process of the organization.

Training and development is tailored to trainee needs and learning styles.

There are various ways for conducting a training and development program but if it is required it can be styles. changed or mend up as per the trainee needs and the requirement of the learning

Training and development structure allows e mployees to learn at their own pace.

The structure of the training and development allows the employees or individuals to learn at their own pace. They cannot be pressurized from both the trainers as well as from the management side for learning

Trainees are provided regular, ongoing feedback conce rning their progress while in the training and development program.

Feedback has its prime importance in training and development program as it has been given by the trainer on the regular basis to the trainees for continuous development even it is the parameter to keep a regular check on the performance of both the trainer and the trainee.

ASPECTS OF TRAINING:
Training and development enables the learning and personal development process which is essential for the organization. It helps to improve quality, customer satisfaction, productivity, morale, management succession, business development and profitability. Training and development has some important aspects, which are as follows:Identifying training and development needs Designing and delivering training and development to meet those needs Planning, organizing, recording and monitoring the training and development that takes place Evaluating the effectiveness of training

OBJECTIVES OF TRAINING:
The focus of training and development is the difference between a company's requirements for personnel with the skills and knowledge to perform satisfactorily and the capabilities of those personnel. Good human resources departments conduct frequent assessments of the company's requirements and the level of employee attainment. From the assessments they develop specific training and development objectives and determine the best ways to help employees meet these objectives.

Trainers develop methods to help trainees acquire information and create activities that enable the trainees to learn the necessary skills. The sessions may be conducted by trainers or, in smaller companies, by supervisors or managers. The principle objectives of training and development division are to make sure the availability of a skilled and willing workforce to an organization. In addition to that, there are four objectives, namely; Individual, Organizational, and Functional & Societal.

Individual Objectives: It helps employees in achieving their personal goals, which in turn, Enhances the individual contribution to an organization.

Organizational Objectives: It assists the organization with its primary objective by Bringing individual effectiveness.

Functional Objectives: It maintains the department contribution at a level suitable to the organizations needs.

Societal Objectives: It ensures that the organization is ethically and socially responsible to the needs and challenges of an organization.

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IMPORTANCE OF TRAINING AND DEVELOPMENTOBJECTIVES:

Training and development objectives are one of the most important parts of training and development program. While some people Think of training and development objective as a waste of valuable time. The counter argument here is that resource Are always limited and the training and development objectives actually lead the design of training. It provides the Clear guidelines and develops the training and development program in less time because objectives focus specifically on needs. It helps in adhering to a plan. Training and development objectives tell the trainee that what is expected out of him at the end of the training and development Program. Training and development objectives are of great significance from a number of stakeholder perspectives

Such as; Trainer Trainee Designer Evaluator

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Trainer: The training and development objective is also beneficial to trainer because it helps the trainer to measure the Progress of trainees and make the required adjustments. Also, trainer comes in a position to establish a relationship between objectives and particular segment of training.

Trainee: The training and development objective is beneficial to the trainee because it helps in reducing the anxiety of the Trainee up to some extent. Not knowing anything or going to a place which is unknown creates Anxiety that can negatively affect learning. Therefore, it is important to keep the participants aware of the happenings, rather than keeping it surprise.

Secondly, it helps in increase in concentration, which is the crucial factor to make the training and development successful. The objectives create an image of the training and development program in trainees mind that actually helps in gaining attention.

Thirdly, if the goal is set to be challenging and motivating, then the likelihood of achieving those goals is much higher than the situation in which no goal is set. Therefore, training and development objectives help in increasing the probability that the participants will be successful in training.

Designer: The training and development objective beneficial to the training and development designer because if the designer is aware what is to be achieved in the end then he will buy the package according to that only. The training and development Designer would then look for the training and development methods, training and development equipments and training and development content accordingly to achieve those objectives. Furthermore, planning always helps in dealing effectively in an unexpected situation.

12 Evaluator: It becomes easy for the training and development evaluator to measure the progress of the trainees because the objectives define the expected performance of trainees. Training and development objective is an important tool to Judge the performance of participants.

APPROACHES TO TRAINING:
TRADITIONAL APPROACH OF TRAINING AND DEVELOPMENT Traditional
Approach: Most of the organizations before never used to believe in training. They were holding the traditional view that managers are born and not made. There were also some views that training and development is a very costly affair and not worth. Organizations used to believe more in executive pinching. But now the scenario seems to be changing.

MODERN APPROACH OF TRAINING AND DEVELOPMENTModern Approach:

The modern approach of training and development and development is that Indian organizations have realized the importance of corporate training. Training and development is now considered as more of retention tool than a cost. The training and development system in Indian industry has been changed to create a smarter workforce and yield the best results.

TRAINING AND DEVELOPMENTPROCESS:

Training and development means giving new or present employees the skills they need to perform their jobs. This might mean showing a new web designer the intricacies of your site, a new salesperson how to sell your firms product, or new supervisor how to fill out the firms weekly payroll sheets. In any case, training and development is a hall mark of good management, and a task that management ignores at their peril. Having high potential employees doesnt guarantee theyll succeed. Instead, they must know what you want them to do and how you want them to do it. If they dont, they will improvise or do nothing productive at all.

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TRAINING AND DEVELOPMENTS STRATEGIC CONTEXT

Training and development used to focus mostly on teaching technical skills, such as training and development assemblers to solder wires. Today, as one trainer puts it: We dont just concentrate on the traditional training and development objectives anymoreWe sit down with the management and help them identify strategic goals and objectives and the skills and knowledge, and when they dont, thats when we discuss training and development needs. In other words, the firms training and development programs must make sense in terms of the companys strategic goals. Thus, when Wisconsin-based Sign cast Corp. decided to build a new, high-tech plant, Terry Lutz, the firms president, knew Signicast would need a new type of employee to run that plant, and new screening and training and development programs to hire and train them. Performance Management Training and development also plays a key role today in the performance management process. Performance Management means taking an integrated, goaloriented approach to assigning, training, assessing, and rewarding employees performance. Taking a performance management approach to training and development means that the training and development effort must make sense in terms of what the company wants each employee to contribute to achieving the companys goals. These emphases on strategic, performance management-oriented training and development help explain why training and development is booming. Companies spent about $826 per employee for training and development in one recent year and offered each about 28 hours of training. Training and development has a fairly impressive record of influencing organizational effectiveness, scoring higher than appraisal and feedback, and just below goal setting in its effect on productivity. One survey found that establishing a linkage between learning and organizational performance was the number one pressing issue facing training and development professionals. Training and development experts today increasingly use the phrase workplace learning and performance in lieu of training and development to underscore trainings dual aims of employee learning and organizational performance.

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THE SIX STEP TRAINING AND DEVELOPMENTPROCESS

Organizational objectives and strategies

Assessment of training and developmentneeds

Establishme nt of training and developmentgoals

Implementation of training and Devising training and developmentprogram developmentprogram

Evaluation of training and developmentprogram

Step 1- Organizational objectives and strategies The first step involves the determination of the organizational and instructional objectives, which are to be achieved both by the trainee and the trainer at the completion of the training and development program. These are the inputs for designing the training and development program as well as the measures of success, which would help to assess the effectiveness of the training and development program.

Step 2: Assessment of training and development needs (For detail explanation, refer Chapter-2)

15 The needs analysis step, identifies the specific job performance skills needed, assesses the prospective trainees skills, and develops specific measurable knowledge and perfor mance objectives based on any deficiencies. Need assessment states the present problems as well as the future challenges to be met through training and development. It occurs at both individual as well as group level. Need assessment methods :

Group or organizational analysis

Individual analysis

Organizational goals and objectives Performance appraisal Personnel / skill inventories Work sampling Organizational climate indices Interviews Efficiency indices Questionnaires, attitude survey Exit interviews Training and development progress rating scales MBO or work planning systems Observation of behaviors Quality circles Customer survey satisfaction data Consideration of current and projected changes

Determining Training and development Needs: The training and development needs can be determine by the following: Self-assessments Company records Customer complaints New Technology Employee grievances Interviews with managers Customer satisfaction surveys Observation

16 Step 3 Establishme nt of training and development goals After determining the training and development objectives and needs the next important step is to establish the training and development goals, which are the parameters of the training and development program in order to assess the performance of both the trainer and the trainee.

Step 4 Devising or designing training and development and development program In the fourth step, you decide on, compile, and produce the training and development program content, including workbooks, exercises, and activities. Here, youll probably use different techniques for training. Every training and development and development program must address certain vital issues: 1. Who are the trainees? Should be selected on the basis of self nomination Recommendations of supervisors Recommendation by HR department 2. Who are the trainers? Immediate supervisors Co-workers Members of the HR staff Specialists in other parts of the company Outside consultants Industry associations Faculty members at universities 3. What methods and techniques are to be used for training? On the job training Off the job training 4. What should be the level of training? Individual level Group level 5. What learning principles are needed?

17 6. Where is the program conducted? At the job itself In a training and development room Off the site such as university or colleges, classrooms etc.

Step 5 Imple mentation of training and development program

The fifth step is to implement the program, by actually training and development the targeted employee group. Once the program has been designed, it needs to be implemented. Implementation involvesDeciding the location and organizing training and development and other facilities. Scheduling the training and development program. Conducting the program. Monitoring the progress of the trainees.

Step 6 Evaluation Sixth is the evaluation step, in which management assesses the programs successes or failures. Evaluation is usually conducted after completion of specific training and development activities or programs to test their effectiveness in meeting the company's goals. Evaluation provides feedback that enables the human resources department, the trainers and the trainees to determine what was more and less effective. It assists in determining the value of training and development activities on subsequent personnel performance. The techniques for collecting evaluation data include observation during and after training and development program. This step also involves the competency mapping with feedback and control.

MODELS OF TRAINING:

18 Training and development is a subsystem of the organization because the departments such as marketing & sales, HR, Production, finance etc depends on training and development for its survival. Training and development is a transforming process that requires some input and in turn it produces output in the form of knowledge, skills and attitudes (KSAs).

THE TRAINING AND DEVELOPMENTSYSTEM: A system is a combination of things or parts that must work together to perform a particular function. An Organization is a system and training and development is a sub system of the organization. The system approach views training and development as a sub system of an organization. System approach can be used to examine broad issues like objectives, functions and aim. It establishes a logical relationship between the sequential stages in the process of training and development need analysis (TNA), formulating, delivering and Evaluating.

There are four necessary inputs, i.e. technology, man, material and time required in every system to produce products or services. And every system needs to have some output from these inputs in order To survive. The output can be tangible or intangible depending upon the organizations requirement. A system approach to training and development is planned creation of training and development program. This approach uses step-by-step Procedures to solve the problems. Organization are working in open environment i.e. there are some internal and e xternal forces, that Poses threats and opportunities, therefore, trainers need to be aware of these forces which may impact on the content, form and conduct of the training and development efforts. The internal forces are the various demands of the organization for a better learning environment; need to be up to date with the latest technologies.

There are three model of training. These models of training and development are: 1. System Model 2. Instructional System Development Model 3. Transitional Model

19 The SYSTEM MODEL consists of five phases and needs to be repeated on a regular basis to make further Improvements. The training and development needs to be achieving the purpose of helping employee to perform their Work to required standards. The steps involved in system model of training and development are as follows:

Evaluate

Execute

Develop

Design

Analyze

1. Analyze and identify the training and development needs i.e. to analyze the department, job, employees requirement, who needs training, what do they need to learn, estimating training and development cost, etc. The next step is to develop a performance measure on the basis of which actual performance would be evaluated.

2. Design and provide training and development to meet identified needs. This step requires developing objectives of training, identifying the learning steps, sequencing and structuring the contents.

3. Develop: This phase requires listing the activities in the training and development program that will assist the participants to learn, selecting delivery method, e xamining

20 the training and development material, validating information to be imparted to make sure it accomplishes all the goals and objectives.

4. Implementing is the hardest part of the system because one wrong step can lead to the failure of whole training and development program.

5. Evaluating each phase so as to make sure it has achieved its aim in terms of subsequent work performance. Making necessary amendments to any of the previous stage in order to remedy or improve failure practices.

INSTRUCTIONAL SYSTEM DEVELOPMENT MODEL OR ISD TRAINING AND DEVELOPMENTMODEL was made to answer the training and development Problems. This model is widely used now days in the organization because it is concerned with the Training and development need on the job performance. Training and development objectives are defined on the basis of job responsibilities and job description and on the basis of the defined objectives individual progress is measured.

This Model also helps in determining and developing the favorable strategies, sequencing the content, and delivering media for the types of training and development objectives to be achieved. The ISD model comprises of five stages:

Analysis

Planning

Execution

Development

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1. Analysis: This phase consists of training and development need assessment, job analysis and target audience analysis.

2.

Planning: This phase consist of setting goal of the learning outcome, instructional objectives that measures behavior of a participant after the training, types of training and development material, media selection methods evaluating the trainee, trainer and the training and development program, strategies to impart knowledge i.e. selection of content, sequencing of content, etc.

3. Development: This phase translates design decisions into training and deve lopment material. It consists of developing course material for the trainer including handouts, workbooks, visual aids, demonstration props, etc, course material for the trainee including handouts of summary. 4. Execution: This phase focuses on logistical arrangements, such as arranging speakers, equipments, benches, podium, food facilities, cooling, lighting, parking and other training and development accessories. 5. Evaluation: The purpose of this phase is to make sure that the training and development program has achieved its aim in terms of subsequent work performance. Thos phase consists of identifying strengths and weaknesses and making necessary amendments to any of the previous stage in order to remedy or improve failure practices.

The ISD model is a continuous process that lasts throughout the training and development program. It also highlights that feedback is an important phase throughout the entire training and development program. In this model, the output of one phase is an input to the next phase.

TRANSITIONAL MODEL focuses on the organization as a whole. The outer loop describes the vision Mission and values of the organization on the basis of which training and development model i.e. inner loop is executed.

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Vision: It focuses on the milestones that the organization would like to achieve after the defined point of time. A vision statement tells that where the organization sees itself few years down the line. A vision may include setting a role model or bringing some internal transformation or ma y be Promising to meet some other deadlines.

Mission: It explains the reason of organizational existence. It identifies the position in the community. The reason of developing a mission statement is to motivate, inspire and inform the employees regarding the organization. The mission statement tells about the identity that how the organization would like to be viewed by the customers, employees and all other stakeholders.

Values: It is the translation of vision and mission into communicable ideals. It reflects the deeply Held values of the organization and is independent of current industry environment. For example, Values may include social responsibility, excellent customer service, etc. The mission, vision and values precede the objective in the inner loop. This model considers the Organization as a whole. The objective is formulated keeping these three things in mind and then the training and development model is further implemented.

IMPORTANCE OF TRAINING AND DEVELOPMENT:

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Optimum utilization of Human Resources: Training and development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals.

Development of Human Resources: Training and development helps to provide an opportunity and broad structure for the development of human resources technical and behavioral skills in an organization. It also helps the employees in attaining personal growth.

Development of Skills of employees: Training and development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employees.

Productivity: Training and development helps in increasing

productivity of the

employees that helps the organization further to achieve its long-term goals. Team spirit: Training and development helps in inculcating the sense of team work, team spirit and inter-team collaborations. It helps in inculcating the zeal to learn within the employees. Organization Culture: Training and development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization. Organization Climate: Training and development helps in building a positive perception and feelings about organization. The employees get these feelings from leaders, subordinates and peers. Quality: Training and development helps in improving upon the quality of work and work life. Healthy work environment: Training and development helps in creating a healthy working environment. It helps to build good employee relationship so that an individual goal aligns with organization goals. Health and safety: Training and development helps in improving the health and safety of the organization thus preventing obsolescence. Morale: Training and development helps in improving the morale of work force. Image: Training and development helps in creating a better corporate image.

24 Profitability: Training and development leads to improved profitability and more positive attitudes towards profit orientation.

Training and development aids in Organizational Development i.e. organization gets more effective Decision making and problem solving. It helps in understanding and carrying out organizational Policies. Training and development also helps in developing leadership skills, motivation, loyalty, better Attitudes and other aspects that successful workers and mangers usually display.

IMPORTANCE OF TRAINING AND DEVELOPMENTIN CHANGING BUSINESS ENVIRONMENT:

The HR functioning is changing with time and with this change, the relationship between the training and development function and other management activity is also changing. The training and development and development activities are now equally important with that of other HR functions. Gone are the days, when training and development was considered to be futile, waste of time, resources, and money. Now days, training and development are an investment because the departments such as, marketing & sales, HR, production, finance, etc depends on training and development for its survival. If training is not considered as a priority or not seen as a vital part in the organization, then it is difficult to accept that such a company has effectively carried out HRM. Training and development actually provides the opportunity to raise the profile development activities in the organization.

To increase the commitment level of employees and growth in quality movement (concepts of HRM), senior management team is now increasing the role of training. Such concepts of HRM require careful planning as well as greater emphasis on employee development and long term education. Training and development is now the important tool of Human Resource Management to control the attrition rate because it helps in motivating employees, achieving their professional and personal goals, increasing the level of job satisfaction, etc. As a result training and development is given on a variety of skill development and covers a multitude of courses.

25 Training and development and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employees.

Training and development is one of the most crucial ways that organizational performance can be improved. Employee training and development is the attempt at improving the employees performance, to result in overall increased organizational performance. Provided is five reasons why training and development of an employee is essential for both the employee participant, and the organization. 1) Builds upon the organization strategy An organizations bottom line strategy is to provide a service/product, in return for a profit. Having a trained workforce with the KSAs (Knowledge, Skills, and Abilities) to properly perform their delegated tasks, aids the organization in achieving their overall goals. When a company aligns their training and development and development program to operate in conjunction with overall strategy, the companys return on investment is much more substantial. 2) Quality Service Its an affirmed fact, that poorly trained employees provide poor quality service. For organizations to succeed against competition, and thus gain a competitive advantage, their staff needs to be in receipt of a great training and development program. Continuous learning and knowledge transfer promotes organizational perfection, something both employees and customers would like to associate themselves with. Trained employees have a more positive attitude towards their , as well their organization .these employees can do more effective work, work better with fewer errors , and require less supervision. 3) Provides security and safety to fellow employees, and customer base Employees, who are insufficiently trained, are more susceptible to making disastrous mistakes that could jeopardize the safety and well being of both their fellow co-workers, and customers. Poorly trained employees produce defective products. These products could of course malfunction, inadvertently imposing detrimental life impairing effects on the products end

26 consumer. Even the most minuscule gaps in an employees training and development can threaten the publics safety as well as their co-worker. 4) Employee recruitment and retention To attract certain candidates into organizations recruitment pool, a well rounded training and development tool, makes a company look attractive to prospective recruits. Further, training and development can help to retain those most valued employees, and thus driving down employee turnover. For organizations today, both small- medium and large, training and development is the number one attraction and retention tool. Many companies today are offering continuous development opportunities to their employees, whether this training and development is provided in- house or externally through a post secondary institution. 5) Extrinsic benefits for employees Employees, who receive training, are more prone to being successful within their organization, resulting in opportunities for advancement/promotion, and higher earnings. With an increased knowledge, and skill set, employees become more marketable, in which if they were to leave their current employer, this improved marketability may land them new employment.

BENEFITS OF TRAINING:
Staying competitive is the key to sustainability. Training and development your staff, keeping them motivated and up-to-date with industry trends and new technologies is essential to achieving that goal. Staff benefit too, learning new skills and becoming a valued asset in any organization. Training and development brings direct benefits to business and can be calculated as a return on investment. The benefits of training and development are rarely tangible in the shortterm, but may manifest themselves over a period of time. And, the benefits go beyond mere competence building. There are issues of `sense of belonging', teamwork, loyalty, confidence,

27 self-esteem, etc., that are closely related to the company's training and development programs. Further, training and development need not be restricted to the job functions. There are several other areas such as soft skills, personality development and team-building, which are equally useful and should be explored. Training and development programs benefit not only the company, but also the employees. By learning new skills, abilities to use new methods and materials and knowledge, you become a more valuable employee. Your employer finds it less expensive to train you than replace you with someone else. Supervisors benefit from the training and development they receive and also the training and development the people they supervise receive. A well-trained employee will ordinarily exhibit better attitudes toward work, make fewer mistakes and demonstrate the ability to function with less oversight. Effective training and development helps human resources departments by reducing the need for new employee recruitment. Better morale among personnel means fewer complaints requiring resolution and fewer disciplinary problems. There are various benefits of training, which includes1. As the business world is continuously changing, organizations will need to provide their employees with training and development throughout their careers. If they choose not to provide continuous training and development they will find it difficult to stay ahead of the competition. 2. The other benefit of training and development is that it will keep your employees motivated. New skills and knowledge can help to reduce boredom. It also demonstrates to the employee that they are valuable enough for the employer to invest in them and their development. 3. Training and development can be used to create positive attitudes through clarifying the behaviors and attitudes that are expected from the employee. 4. Training and development can be cost effective, as it is cheaper to train existing employees compared to recruiting new employee with the skills you need. 5. Training and development can save the organization money if the training and development helps the employee to become more efficient.

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RESISTANCE BY EMPLOYEES FOR UNDERGOING TRAINING:

No matter whether training and development is of major proportions or is objectively rather small, the training and development manager must anticipate that people in the organization are going to find reasons to resist trainings. It is a basic tenet of human behavior that any belief or value that has been previously successful in meeting needs will resist training. This applies even if there are better more successful alternatives to meet those needs. Resistance to training and development takes many forms. The more obvious forms consist of active resistance, where people will object, or refuse to cooperate with the training. Other, more subtle forms of resistance, however, are more difficult to deal with. Some examples of "resistive symptoms" include:

1. At a staff meeting everyone agrees to utilize a new procedure, but se veral weeks later you discover that the procedure has not been implemented. 2. New computers are introduced into the workplace. While all staff insisted that they have their own machines, virtually nobody is using them for the purpose for which they were intended.

It is very important that the training and development manager anticipate, and plan strategies for dealing with resistance. This applies not only at the introduction of the training, but there must be follow-through, so that the training and development manager monitors the training and development over the long-term, being alert for difficulties as it appears. It is helpful to have an understanding of why people resist training, because understanding this allows us to plan strategies to reduce resistance from the beginning. Also, some of the reasons that people resist training and development do not seem to make sense to the casual observer. At times they can seem nonsensical and illogical. They are, nonetheless, important. Most of the times, training and development programs have to face the resistance from the employees side due to various reasons, which usually includes: job dissatisfaction and low morale among employees lack of employee motivation

29 deficiencies in processes, resulting in financial loss low capacity to adopt new technologies and methods lack of innovation in strategies and products increased employee turnover worse company image OVERCOMING EMPLOYEE RESISTANCE TO TRAINING 1) Make the Training and development Worthwhile Employees ask what the most important question to them is: Whats in it for me? If they are asked to invest their time and effort and possibly risk failure, is the return-on- investment worthwhile? Here are some suggestions in building some enthusiasm for participating in skills training and development programs: Consider a pay- for knowledge program that rewards completion of each major skill level with some incremental increase in pay rate and/or ranking. Provide all or most of the training and development on company time. Select a proven training and development organization that is responsive and costeffective. Make the most of value-adding time. Bring the skills training and development and lab equipment in house. Let the training and development supplier do the walking and reduce the travel and time burden on your employees and the organization.

2) Earn Trust, Obtain Buy-in if there is no buy- in from the beginning, the program is likely doomed. No one wants another program forced upon them with no follow up support from management. Here are some ideas:

Communicate the need for a proposal to provide training and development and assessment to employees. Hold group meetings to discuss the issues and why training and development will help the firms competitiveness in the global marketplace.

30 Include union representatives and employees in the program planning from the start. Allow the training and development provider to perform a needs assessment through focused group interviews and plant tours involving a good representation of the potential trainees. Separately, do the same with managers and supervisors. Review the resulting skills training and development plan with employees. Have potential trainees meet the instructors. After hearing them talk about the training and development and the nature of assessment, they will realize the instructors are industry experienced and able to relate to their concerns. Give potential trainees samples or examples of assessment questions. Show a balance of theory and practical, hands-on exercises. Reassure employees that this training and development will in no way be used to evaluate or screen them out for future employment in their present jobs.

3) Ensure a Successful Program a positive launch is important and management commitment is critical: Address the trainees basic foundation skills. There is nothing worse than having an employee fail skills training and development due to poor reading or math skills. Remedial support is available. Develop a policy for training. Include policies for attendance, getting called out class, testing out of courses, assessment requirements, Satisfactory vs. Unsatisfactory grading, makeup of missed classes or assessments, and repeating failed courses. Stay consistent and objective when enforcing policy. Position the champions in the first round of classes. Let those with the best attitudes experience the first course and spread the word. Appoint a committed program coordinator. This person serves as the liaison with the employees and the training and development organization to help ensure good communication and continuous improvement. Attend the first session. To have a management representative at the first session indicates commitment. Attend a class from time to time to show sincere interest.

31 Utilize participant evaluation sheets and elicit feedback from time to time. Act on the feedback Reward the participants. Personally hand out the course certificates, recognize and celebrate. Be sure to have employees utilize and exercise the newly obtained skills through work assignments.

RELATIONSHIP BETWEEN TRAINING AND DEVELOPMENT AND PRODUCTIVITY:

One of today's concerns of countries and enterprises is centered upon the increase in competitiveness as a means of entering the global economy. Competitiveness is based upon the concept of productivity, which is in turn very closely linked to that of training. The rapid development in communications and technology forces enterprises to continuously adapt to them, taking knowledge as a key asset they must have in order to remain competitive. Knowledge plays a role that becomes more and more crucial for the development of countries and their societies. Economies are not only based on the accumulation of capital, it is also necessary to have a solid information, learning and adaptation basis.

Knowledge is a vehicle to enhance inventive ability through the investment in research and development. Research is translated into new products, production techniques, new inputs and continuous quality improvement that allow maximizing resources and reducing costs, with the subsequent improvement in competitiveness. It is within this framework that training and development appears as an essential component among competitiveness strategies of countries and enterprises. This concept is almost a synonym of measurement and it links the outcome with the input. It refers to the transfer of knowledge, skills and abilities related to the management of technologies in continuous change.

32 Enterprises, as organizations, have to undergo a permanent learning process. Training and development does not only involve the generation of new competencies in the worker but also in all the hierarchical components of the enterprise. The appropriate use of information for timely decision- making and the efficient use and management of resources are vital elements of competitiveness. Training and development is concerned with all the agents involved: governments, entrepreneurs, workers and training and development institutions. The benefits brought by training and development are translated into further profits for the enterprise, due to the real improvement in productivity; profits for workers who take part in the process, since it is an instrument to achieve employability, high-quality jobs and better paid jobs; improvements for the whole society and its living standards. Training and development then, plays an active role in the development of a country due to the strong relationship that exists between training and develop ment and decent work, on one hand, and more competitiveness through productivity, on the other. An increase in skills usually results in an increment in both quality and quantity of output. However, the increasingly technical nature of modern job demands s ystematic training and development to make possible even minimum level of accomplishment. The importance of training and development must be understood in the context of paradigm shift that is taking place in Indian industry. The role of knowledge worker is increasing. Management of corporate world is recognizing the importance of intellectual capital. The pace of change is fast. The skills need to be regularly retooled. And the training and development is one of the tools at CEOs disposal to achieve this end. Three factors have been added a new dimension to the compelling need of training and development in all industriesThe first is liberalization, which has dismantled barriers unvarying degrees, and made the entry of both domestic and overseas companies easier.

33 The second is the imbalance in the de mand and the supply of professional talent which has made employee retention a concern for CEOs. And the third reason is growing expectation of employees regarding their professional and personal development, which are forcing organization to factor them into their annual budgets. The right employee training, development and education, at the right time, provides big payoffs for the employer in increased productivity, knowledge, loyalty, and contribution. One key factor in employee motivation and retention is the opportunity employees want to continue to grow and develop job and career enhancing skills. In fact, this opportunity to continue to grow and develop through training and development and development is one of the most important factors in employee motivation. There are a couple of secrets about what employees want from training and development opportunities. However, training and development and development opportunities are not just found in external training and development classes and seminars. These are the ideas which emphasize what employees want from training and development opportunities. They also articulate the opportunity to create devoted, growing employees who will benefit both business and themselves through the available training and development opportunities.

Training and development Options: Job Content and Responsibilities The impact of training and development can be significantly seen through the responsibilities in an employees current job. Expand the job to include new, higher level responsibilities. Reassign responsibilities that the employee does not like or that are routine. Provide more authority for the employee to self- manage and make decisions.

34 Invite the employee to contribute to more important, department or company-wide decisions and planning. Provide more access to important and desirable meetings. Provide more information by including the employee on specific mailing lists, in company briefings, and in your confidence. Provide more opportunity to establish goals, priorities, and measurements. Assign reporting staff members to his or her leadership or supervision. Assign the employee to head up projects or teams. Enable the employee to spend more time with his or her boss. Provide the opportunity for the employee to cross-train in other roles and responsibilities. Training and Development Options: Internal Training and Development Employees appreciate the opportunity to develop their knowledge and skills without ever lea ving work or the workplace. Internal training and development and development bring a special plus. Examples, terminology, and opportunities reflect the culture, environment, and needs of your workplace. Enable the employee to attend an internally offered training and development session. This session can be offered by a coworker in an area of their expertise or by an outside presenter or trainer. Ask the employee to train other employees with the information learned at a seminar or training and development session. Offer the time at a department meeting or lunch to discuss the information or present the information learned to others. (Make this an expectation when employees attend external training and development and conferences.) Perform all of the activities listed before, during, and after a training and development session to ensure that the learning is transferred to the employees job. Purchase business books for the employee. Sponsor an employee book club during which employees discuss a current book and apply its concepts to your company. Offer commonly- needed training and development and information on an Intranet, an internal company website.

35 Provide training and development by either knowledgeable employees or an outside expert in a brown bag lunch format. Employees eat lunch and gain knowledge about a valuable topic. (Some ideas include: investing in a 401(k), how to vary and balance investments, tips for public speaking, how to get along with the boss, and updates on new products that make work easier. These opportunities are unlimited; survey employees to pinpoint interests.) The developers and other interested employees at a client company recently put on a day long conference with lunch and all of the trappings of an external conference at a local conference center. Attended by interested employees, the conference sessions were almost all taught by internal staff on topics of interest to their interna l audience. Picture a "real" day long conference and you'll see the opportunity. Employees were pumped up beyond belief; they learned and enjoyed the day and gained new respect for the knowledge and skills of their coworkers. Training and Development Options: External Training and Development Especially to develop new skills and ideas, employee attendance at external training and development is a must. Attaining degrees and university attendance enhance the knowledge and capabilities of your staff while broadening their experience with diverse people and ideas. Enable the employee to attend an external seminar, conference, speaker, or training and development event. Perform all of the activities listed before, during, and after a training and development session to ensure that the learning is transferred to the employees job. Pay for the employee to take online classes and identify low or no cost online (and offline) training. Pay for memberships in external professional associations with the understanding that employees will attend meetings, read the journals, and so forth and regularly update coworkers. Provide a flexible schedule so the employee can take time to attend university, college, or other formal educational sessions. Provide tuition assistance to encourage the employee's pursuit of additional education.

36 TRAINING AND DEVELOPMENTAND DEVELOPMENT SECRETS Motivation and retention secrets related to employee training and development and development. These are key factors in multiplying the value of the training and development and development that is provided by the organization Allow employees to pursue training and development and development in directions they choose, not just in company-assigned and needed directions. Have your company support learning, in general, and not just in support of knowledge needed for the employees current or next anticipated job. Recognize that the key factor is keeping the employee interested, attending, and engaged. The development of a life- long engaged learner is a positive factor for your organization no matter how long the employee chooses to stay in your employ. Use these training and development and development activities to ensure that you optimize the employee's motivation and potential retention.

DEVELOPMENT OF EMPLOYEES
The modern business environment requires that the business enterprises should go on developing its own employees to take up higher positions. It is rightly said that development of employees,

37 capable of efficiently taking higher position is more important than producing goods at cheaper rate. According to Peter Drateker, An institution which can not produce its own manager will die. From an overall point of view the ability of an institution to produce managers is more important than its ability to produce goods efficiently and cheaply.

Development of personnel includes:

a) Training of employees- after the appointment, employees are specifically trained for job, being assigned to them in the organization. b) Evaluating of e mployees qualities- the management evaluates the performance of the employees and determines efficient and inefficient employees. After careful testing employees suitability for the job is also verified. c) Transfer of employees- the personnel manager has to transfer employee from one place to other according to his ability, competence, and experience and also according to the needs and interests of the organization. d) Promotion of the employees- employees are promoted to higher ranks on the basis of their merit and seniority.

In this way development of employees is planned and organized process and program of employees training and growth at every level of management. The employee gains knowledge and understanding and develops skill, insight and attitude. The personnel gains co mpetency to apply their understanding at higher level. Employees development is thus an organized activity of employees professional growth. As employees are accustomed to work in the real situations of the organization, so they prove to be invaluable permanent asset of the business.

TRAINING Vs DEVELOPMENT

38 Training often has been referred to as teaching specific skills and behavior. It is usually reserved for people who have to be brought up to performing level in some specific skills. The skills are almost always behavioral as distinct from conceptual or intellectual.

Development in contrast is considered to be more general than training and more oriented to individual need and it is most often aimed towards management people. Usually the intent of development is to provide knowledge and understanding that will enable people to carry out nontechnical organizational functions more effectively, such as problem solving, decision making and relating to people.

Thus training is meant for operatives and development is made for managers. Training tries to improve a specific skill relating to a job whereas development aims at improving the total personality of an individual. Training is one shot deal; whereas development is an ongoing, continuous process. Training is mostly the result of initiatives taken by the management .development is mostly the result of internal motivation. Training seeks to meet the current requirements of the job and the individual; whereas development aims at meeting the future needs of the job and the individual.

Learning Dimension

Training

Development

Who What

Non-managers Technical- mechanical operations

Managers Theoretical-conceptual ideas General knowledge

Why

Specific job related information

When

Short-term

Long run