Every organization needs to have well trained and experienced people to perform the activities that have to be done. This is the most important aspect of Human Resource Management. It is widely known that Human Resource Management helps people to expand their capabilities and offer numerous opportunities. It is also felt that the expanded capabilities and opportunity for people at work will lead directly to improvement in operating effectiveness.
The human resources approach means that better people achieve better results. So if the current or potential job occupant can meet this requirement, training is not important. But when this is not the case, it is necessary to raise the skill levels an increase the versatility and adaptability of employees. Inadequate job performance or a decline in productivity or changes resulting out of job redesigning or a technological break –through require some type of training and development effort. As the jobs become more complex, the importance of employee development through training also increases.
In a rapidly changing society, employees training and development is not only an activity that is desirable but also an activity that an organization must commit resources to if, it is to maintain a viable and knowledgeable work force. In fact industrial to, if is to maintain a viable and knowledgeable work force. In fact industrial growth cannot take place properly without trained manpower. The technological advancement is taking place at such a rapid speed that the knowledge and skill required become obsolete at much faster rate. In order to cope up with the fast changes in requirement of skill and knowledge due to advancement of technology the need for systematic training has been felt in almost all organizations.
Having selected most suitable persons for various jobs in the organization through the application of scientific techniques, the next function of personnel management is to arrange for their training. All types of jobs in the organization usually require some type of training for their efficient performance. Employees' talent is not fully productive without a systematic training program. Moreover, big organization hires a large number of young people every year. Because the vat majority of these do not know how to perform jobs assigned to them in work at some college or institution, must receive some initial training in the form of orientation to the policies, practices and ways of their employing organization.
[...] Obsolescence prevention: Aronoff J and Litwin says that training and development programs foster the initiative and creativity of employees and help to prevent manpower obsolescence, which may be due to age, or motivation, or the inability of a person to adapt himself to technological changes. Personal growth: Wiener E.L. and Attwood D.A. say that employee on a personal basis gain individually from their exposure to educational experience. Moreover, management development programs seem to give participants a wider awareness, an enlarged skill, and enlightened altruistic philosophy, and make enhanced personal growth possible. [...]
[...] How will you rate the last training Interesting but not useful Interesting but no useful Uninteresting but useful Uninteresting and not useful 21. After the participation in the last training, did your boss ask or discuss with you training contents. Yes No 22. If yes, what did he ask or discuss 23. Did you discuss with colleagues or subordinates on the last training attended till yet Yes No 24. If yes, what did you discuss 25. If you have not implemented the training program, please specify the obstacles that prevent you from practical implementation of the 26. [...]
[...] If no, why ( please give the reason) 12. Do you think that training programs add new knowledge and information or enhance technical skills, interpersonal skills etc. Yes No 13. If yes, 14. If no, why 15. When did you attend the last 16. On which topic, the last training was conducted 17. Can you please tell me any which there told during the last training attended. i. ii. iii. iv. v. 18. How did you participate in the training: i. Voluntarily ii. [...]
[...] Because the vat majority of these do not know how to perform jobs assigned to them in work at some college or institution, must receive some initial training in the form of orientation to the policies, practices and ways of their employing organization. The need for a systematic training has increased because of rapid technological changes, which create new jobs and eliminate old ones. New Jobs require some of special skills which may be developed in old workforce only by giving them necessary training. [...]
[...] The selected trainer should understand clearly his job and has professional experience, has an aptitude and ability for reaching possesses a pleasing personality and a capacity for leadership, is well versed in the principles and methods of training and is able to appreciate the value of training in relation to an enterprise. Participants tend to be more responsive to training programs when they feel the need to learn, I e. the trainee will be more eager to learn if training promises answers to problems or needs he has. [...]
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