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Employee training

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  1. Introduction.
  2. Importance of training.
  3. Training objectives.
    1. Induction to training.
    2. Training and development.
  4. Benefits of training.
    1. Benefits to the organization.
    2. Benefits to the individuals.
  5. Training methods.
    1. On-the-job training methods.
    2. Off-the-job training methods.
  6. The training procedure.
    1. Preparing the instructor.
    2. Preparing the trainee.
    3. Getting ready to teach.
    4. Presenting the operation.
  7. Evaluation of training programs.
    1. Steps in the evaluation process.
    2. Bases for evaluation.
  8. Recent developments in training.
    1. Employees self initiative.
    2. On-line training.
  9. Need for the study.
  10. Objectives of the study.
  11. Limitations of the study.
  12. Scope of the study.
  13. Research methodology.
    1. Primary data.
    2. Secondary data.
  14. Industry profile of ECIL.
    1. History of ECIL.
    2. ECIL's mission.
    3. Objectives.
    4. Divisions.
    5. Products.
    6. Human resources.
    7. Quality.
    8. Manpower particulars of ECIL.
  15. Training and development in ECIL.
    1. Training for supervisors.
    2. Training for managers.
    3. Employee training in ECIL.
  16. Data analysis and interpretation.
  17. Findings and suggestions.
  18. Conclusion.

Every organization needs to have well trained an experience people to perform the activities that have to be done. If the current or potential job occupants and meet this requirement, training is not important. But when this is not case, it is necessary to raise the skill levels and increase the versatility and adoptability of employees. Inadequate job performance or a decline in productivity or changes resulting our of job redesigning or a technological development efforts as the jobs become more complex, the importance of employee, development also increases. In a rapidly changing society, employee training and development are not only an activity that is desirable commit resources, to if it is maintained available and knowledge able work force.

After an employee is selected, placed and introduced in an organization, he/she must be provided with training facilities in order for him to adjust to the job. Training is the act of increasing the knowledge and skill of an employee for doing a particular job. Training is a short term educational process and utilizing a systematic and organization procedure by which employees learn technical knowledge and skills for a definite purpose.

In other words, training improves changes and moulds employee's knowledge, skill, behavior and attitude and aptitude towards requirements of the job and the 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 an particular job and organization.

[...] It can be inferred that of respondents prefer on the job training method of respondents prefer off the job training method and of respondents prefer both training methods SUGGESTIONS: The organization should recognize the training needs of the employee in the changing environment and for which the mechanism has to be strengthened. Attempt should be made to determine if the trainee has the intelligence, maturity and motivation to successfully complete the training programs. If deficiencies are observed, in these aspects, the training program may be postponed or canceled until improvements are visible. [...]


[...] Human resource factors: Training program can be evaluated on the basis of employee satisfaction also, which in turn, can be viewed on the basis of Betterment of employee morale Decrease in grievance and disciplinary cases Decrease in no. of discharges and dismissals Decrease in no. of severity of accidents Decrease in employee turnover Decrease in absenteeism Production factors:' Productivity rates covering both quantity and quality are good indicators of value training. In most business situations these rates will have to be obtained before and after training. [...]


[...] Performance appraisal on the job, before and after training may be supplemented to the tests. RECENT DEVELOPMENTS IN TRAINING: Employees self initiative: Employees have realized that change is the order of the day, and they have started playing the role of a change agent. Consequently, employees identify their own training needs, select appropriate training programs organized by various organizations and undergo the training program. Thus, employees in recent time started taking proactive learning measures on their own. On-line training: Companies started providing on-line training. [...]

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