Effectiveness of Training and Development

CHAPTER-I

INTRODUCTION

TRAINING AND DEVELOPMENT

Every organization needs to have well-trained and experienced people to perform the activities that have to be done. If the potential job occupant can meet this requirement, training is not important. As the jobs become more complex, the importance of employee training also increases. Employee training is a specialized function and is one of the fundamental operative functions for human resources management.

Training is a process of learning, a sequence of programmed behavior. It is application of knowledge. In other words, training improves, changes the employee’s knowledge, skill, behavior, aptitude and attitude towards the requirements of the job and organization. Training refers to the teaching and learning activities carried on for the primary purpose of helping members of an organization, to acquire and apply the knowledge, skills, abilities and attitudes needed by a particular job and organization.

Training is short-term process utilizing a systematic and organized procedure by which non-managerial personnel learn technical knowledge and skills for a definite purpose. Development is a long- term educational process utilizing a systematic and organized procedure by which managerial personnel learn conceptual and theoretical knowledge for general purpose.

TRAINING

According to Dale Yoder, “Training is essential to avoid personal obsolescence to develop new skills and to promote high job performance levels. It is equally important in preparing persons for new jobs and responsibilities. Training programmers emphasized learning whatever knowledge and skills were required for satisfactory job performance.”

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“Training of any kind should have its objective, the redirection or improvement of behavior so that the performance of the trainee becomes more useful and productive for himself and for the organization of which he is a part. Training normally concentrates on the improvements of either...