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D. Krishnaarjuna Rao
Dr. A. Chandra Mohan
• In the world of training and development,
Everyone seems to be searching for the
perfect measurement system to increase
organizational capabilities, performance
and link them with the business strategy.
• As they invented tools, weapons, clothing,
shelter and language, the need for training
became an essential ingredient in the
march of civilization.
• It is natural that in a period of change
and opportunity, approaches to learning,
development and training have grown in
importance, broadened in scope, and
became more sophisticated in method.
• Once the object of training would have
been the individual employee, and the
training method would involve teaching.
Importance of T&D
• It is an accepted fact that besides
money, materials and machines, the
success of any organization depends
upon the quality of its human resource.
• The productive and profit making,
organizations need efficient and
effective workforce.
• To manage and maintain this workforce,
organizations require skilled and
knowledgeable executives.
• Skilled and competent executives can
direct the efforts in right direction and
reach the organization objectives.
Need of T&D
• The objective behind transfer of
knowledge is broadening and influenced by
social, political, economic and technological
trends in the environment.
• It develops a more realistic understanding
of the causes and effects. Managers' work
involves getting the job done by diagnosing
problems, acquiring and interpreting data,
and testing alternative solutions.
Objectives of T&D
• To improve the job performance of
• To understanding in all branches and at
all levels in the organization
Strategy of Training and
• For successful outcomes of training and
management development program, it is
necessary to have clear goals, a possible
strategy for attaining them, and precise
specifications for each part of the
training task including the resources of
time, skill and facilities.
Process of Training and
• According to Richard D. Miller (1969)
assessment of training needs,
objectives setting, design
implementation and evaluation are
various phases in the process of
Design of Training
• Once the need of training has been
analyzed, designing phase starts with
carefully making of training objectives.
These form the goals of the training
design and shape its content.
Development of Training
• The development of training requirements
is crucial to the achievement of the
objectives of training and their impact on
business results. It consists of drafting of
materials, developing tests or assessment
for measuring the effectiveness of
training, maintaining desired standards
through quality control and finally the full-
scale production of the training materials.
The T&D in India
• The present age is the age of technology
revolution. This stage of development has
highly influenced the work process through
the development of sophisticated methods
and machines. Development in the field of
software and frequent use of
microelectronic technology in the work
process require highly skilled and quality
human resource in all the fields of
economic activities
• Here the analysis of relationship between
demographic profile and training
dimensions has been tested and discussed.
This analysis aims at establishing a
relationship between the various
dimensions of training with personal profile
of the executives. It evaluates the
hypothesis and presents the findings of
the research in the conclusion and
suggestions for better management of
training and development activities.