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training and development scenario

training and development scenario

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Published by Niketa Kirti

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Published by: Niketa Kirti on Apr 15, 2011
Copyright:Attribution Non-commercial

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03/02/2014

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 A STUDY ONTRAINING & DEVELOPMANT SCENARIO IN INDIANINDUSTRY
 
 INTRODUCTION
With the world wide expansion of companies and changingtecnologies,Indian Organizations have realized the importance of corporatetraining.Training is considered as more of retention tool than a cost.Today human resource is now a source of competive advantage for allorganizations.Therefore,the training system in Indian Industry has beenchanged to create a smarter workforce and yield the best results withincrease in competition ,every company wants to optimize to utilization ofits resource to yield the maximum possible result.Training is required inevery field be it sales,marketing,human resource,relationshipbuliding,engineering,logistics,production engeering etc.It is now a businesseffective tool and is linked with the business outcome.With increase in awareness in Corporate training in Indian Industry,agraduate shift from general to specifis approach has been realized.Intensifying business performance is an expedition, not a destination. Thesuccess of business operations depends upon the ups and downs of theemployee performances. Hence the HR managers started looking for themethods to boost the performance and efficiency of its workforce to carryout the work today and to train them for meeting tomorrow·s goal.Training programmes had developed many years back, but now-a-days, itbecame a crucial factor in companies with certain objectives in mind.Training and development practices should boost up performance anddevelop the skills, knowledge and expertise of the employees. The vitalobjective of training is to build up right ability and capability in the labor
 
force so that they can perform to meet the needs, wants and expectedreturns of the employer.The training procedure comprises of three phases:Phase 1:
Pre-training: -
This may also be called as the preparation phase.The process starts with an identification of the circumstances requiringmore efficient performance. A firm·s concern prior to training lie primarilyin four areas: Clarifying the precise objectives of training and what theorganization expects to make use of the participants after training; selectionof appropriate participants; building favorable expectations and inspirationin the participants before training; and planning for any changes thatimproved task performance requires in addition to training.Phase 2:
Training: -
During the course of the training, participants focustheir attention on the new impressions that seem useful, thought-provoking and engaging. There is no guarantee that the participants will infact learn what they have chosen. But the main reason remains; traineesexplore in a training situation what interests them, and a traininginstitution·s basic task is to offer the required opportunities.Phase 3:
Post-Training: -
This may be called as the ´follow upµ phase.When the trainees go back to job after attending the training, a practice ofadapting change begins for each one participated. The newly acquiredskills and knowledge undergo modification to fit the work condition.Participants may find their organizations offering support to use thetraining and also the support for continuing contact with the traininginstitution. On the other hand, they may step into a quagmire of distrust.

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