Introduction Every organisation needs to have a well trained and experienced people to perform those activities that have

to be done . In a rapidly changing society, employee training and development or not only and the activities that is desireable but also an activity must commit resource to if it is to maintain a vaiable and knowledge work force. DEFINITION: Training is an act of increasing the knowledge and skills of an employe for doing a particular job Edwin B.Fillippo The term training is used to indicate only process by which the attitude,skills and abilities of an employee to perform specific job. Michel J. Jucles MEANING Training is an act of increasing the knowledge and skills of an employee for performing the job assigned to him. It is a short term process . After the employee is selected , placed and introduced in an organisation he must be provided with training facilities so that he can perform his job efficiently NEED FOR TRAINING Training need = standard performance actual performance We can make a distinction among training education and development. Such distinction enables us to acquire a better perception about the meaning of the terms Training aswas stated earlier, refers to the process of imparting specific goals. Education, on the other hand, is confined to the theorectical learning in classrooms

Development refers to the learning opportunites desinged to help employee grow IMPORTANCE OF TRAINING Training is crucial for the organisational development and success. It is fruitful to both employers and employees of an organisation An employee will become more efficient and productive if he is trained well. OBJECTIVES OF TRAINING Training is mainly job-oriented. To impart the basic knowledge and skill to the new entrants and enable them to perform their jobs well. To teach the employees the new techniques and ways of performing the jobs and operations. To prepare the employees for higher level task and build up a second line of competent officers Improve the efficiency of work force Make workers multi-skilled and flexible Introducing a new process or new machinary Reduce wastage of material and time Adapt to changes
BENEFITS OF TRAINING PROGRAMME

A well-planned and executed Training Programme can provide the following development Higher productivity and profitability. Better quality of work and best work methods. Less wastage of time during the learning period. Improves high morale among the employees

 Personal growth of individuals.

Low accident rates. Improves employer employee relations.

METHODS OF TRAINING The most widely used methods of training used by organization are classified into two categories: ON THE JOB TRAINING OFF THE JOB TRAINING ON THE JOB TRAINING It is given at the work place by superior in relatively short period of the time This type of training is cheaper & less time consuming . This Training can be imparted by basically four methods: COACHING is learning by doing . In this the superior guides his subordinates and gives him /her job instructions. The superior points out the mistakes & gives suggestions for improvement Job rotation In this method, the trainees moves from one job to another, so that he/she should be able to perform all types of jobs. E g. In banking industry, employees are trained for both back-end and front-end jobs. In case of emergency,(absenteeism or resignation), any employee would be able to perform any type of job.
MENTORING A mentor can tutor others in their learning.

Mentors help employees solve problem both through training them in skill and through modeling effective attitudes and behaviors. This system is sometimes IS known as buddy system
APPRENTICESHIP

Apprenticeship training can be traced back to medieval times when those intended on learning trade skill bound themselves to master craftsman to learn by doing the work under the guidance. In earlier period, apprenticeship was not artisan but was used in training for the professions including medicine law dentistry and teaching

OFF THE JOB TRAINING CONFERENCES:- This approach is well adapted to convey specific information rules procedures or methods. This method is useful, where the information is to be shared among a large number of trainees. The cost per trainee is low in this method VESTIBULE TRAINING:- Employees learn their jobs on the equipment they will be using but the training is conducted away from the actual work floor. While expensive Vestibule training allows employees to get a full feel for doing task without real world pressures. Additionally, it minimise the probles of transferring learning to the job ROLE PLAY :- Its just acting out a given role as in a stage play. In this method of training the trainees are required to enact defined role on the basis of oral or written description of a particular situation ASSESSMENT OF TRAINING NEEDS Training activities must be related to the specific needs of the organization and the individual employees. A Training Programme should be launched only after the training needs are assessed clearly and specifically. The effectiveness of a Training Programme can be judged only with the help of training needs identified in advance. In order to identify the training needs, a gap between the existing and required levels of knowledge, skills, performance and

aptitudes should be specific. The problem areas that can be resolved through training should also be identified.

Training needs can be identified through the following types of analysis: Organizational Analysis Task or Role Analysis Job Analysis Man Analysis

Training programme, training methods and course content are to be planned on the basis of training needs. Training needs are those aspects necessary to perform the job in the organization in which employee lacks aptitude/attitude, knowledge and skill.

The following methods are used to assess the Training Needs: i. ii. iii. iv. v. vi. vii. viii. ix. x. Organizational requirements/weaknesses Departmental requirements/weaknesses Job specification and Employee specification Identifying the specific problems Anticipating the future problems Managements request Observation Interviews Group Conferences Questionnaire surveys

xi. xii. xiii.

Test Check lists Performance appraisal time

These are essential when technical are special information of complex nature is to be imparted. The lectures are supplemented with discussion film, case studies and role-playing.

DESIGNING A TRAINING PROGRAMME In order to achieve the training objectives, an appropriate Training Policy is necessary. A training policy represents the commitment of top management to employee training. It consists of rules and procedures concerning training.

A Training Policy is required: a. To indicate the companys intention to develop its employees. b. To guide the design and implementation of the Training Programmes. c. To identify the critical areas where training is to be given on priority basis. d. To provide appropriate opportunities to employees for their own betterment.

EVALUATION OF THE TRAINING PROGRAMME The effectiveness of an investment in training in needed to be appraised as so much of money is invested in a Training Programme. Management needs to be reassured about the effectiveness of a particular method, instruction, the relation

between training cost, proved productivity, general efficiency and effectiveness of a course.