INTRODUCTION

No industrial organization can long ignore the training and development needs of its employees without seriously inhibiting its performance. Even the most careful selection does not eliminate the need for training. Since people are not molded to specifications and rarely meet the demands of their jobs adequately. Give a man a fish and you have given him meal. Teach man to fish and you have given him a livelihood. This ancient Chinese proverb seems to describe the underlying ration ale of all training and developed programs. Four important developments, which seem to have contributed in recent years, to greater attention being given to training are as follows first, it is now beloved that training can cannot be taught second with the raid change in technology every individual needs to be own narrow functional area. He must also possess a general understanding of the tasks and culture every individual to be able to behave effectively, must be trained in interpersonal skills diverse gaffes, lifestyle and attitudes of people in other countries as well. They need to learn many things such as how to introduce on self before a foreign client, converse and negotiate, talk on telethon, and use body language and so on. To avoid the cultural shook, cross cultural orientation of employees in becoming equally important. The development of high potential workers with the support of continuous training and reading is now a day seen as a core element in the development of comparative advantage of the organizations. Catenellow and Redding observe that the recent business success of systematic management Of employee training, a number of complaints have been identified in Britain which has integrated training and development in their wider business planning. A survey in canada reveals that 60% of business and labor leaders see education and training as either the first or second most important factor for improving international competitiveness. TRAINING AND DEVELOPMENT Organization and individuals should develop and progress simultaneously for their survival and attainment of their mutual goals. Modern management has to develop the organization through human resource development. Employee training is

the important, subsystem of human resource development. Employee training is a specialized and planned function and is one of the fundamental operative functions of human resource management. A truly successful organization accomplishes its mission through development of its human resources. TRAINING DEFINITION After an employee is selected, placed and introduced, he or she must be provided with necessary training facilities. Training is the art of increasing the knowledge and skill of an employee for doing a particular job. Training is a shortterm process and utilizing a systematic and organized procedure by which employees learn technical knowledge and skills for definite purpose. Dale S.Beach defined training as The organized procedure by which people learn knowledge and / or skills for a definite purpose. In other words, training enhances the job-related skills, attitudes and knowledge of personnel for improving individuals and organizational performance. It enables employees to learn to do their jobs better and perform more proficiently. 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. It is key to higher productivity, cost control and better human resources. Training is regarded as applying principally to the improvement of skills and hence learning how to perform specific tasks, while development is an unfolding process carried on as a form of growth and maturations. Training is more a shortterm process of utilizing a systematic and organized procedure by which nonmanagerial personnel learn technical knowledge and skills for definite purpose. Development on other hand is a long-term educational process, utilizing a systematic and organized procedure by which managerial personnel learn conceptual and theoretical knowledge for general purpose. The efficiency of an organization depends directly on how capable its personnel are and how they are motivated to work. Capability of person depends on his ability to work and type of training he Receives. While his personal capacity is evaluated throughout proper selection procedure, his training is taken care of by Organization after he has been employed by it. In Indian organizations, Training and

development activities have assumed high importance in recent times because of their contribution to the achievement of organizational objectives. CONCEPTS OF TRAINING: Training is generally defined as the act of increasing the knowledge and skill of an employee for doing a particular job. Dale S. Beach defines the training as the organized procedure by which people learn knowledge and/or skill for a definite purpose. Training is a process by which attitudes, skills and abilities of Employees to perform specific job are involved. Training improves changes moulds the employees knowledge, skill behavior, aptitude and attitude towards the requirements is the job and Organization. It is expected that employees apply their acquired knowledge and skills on the job I such a way as to aid in the achievement of organizations goals. All these definition emphasizes that training is a systematic process of developing knowledge and skills for doing a particular job. With the changing environment, The achievement of these objectives mostly depends upon the effectiveness of the human resources that the organization possess, Thus employee effectiveness can be secured by proper training. NEED FOR TRAINING: Every organization should provide training to all employees irrespective of their qualification, skills, suitability for the jobs etc. Training is not same thing that is done once to new employees; it is used continuously in every well-run establishment. Further, technological changes, automation, require up-dating the skills and knowledge. Before formulation of training program, it is vitally important that training needs are carefully and systematically identified. Areas where training could bring about tangible, lasting benefits must be defined in clear-cut terms. IMPORTANCE OF TRAINING: Training is important to develop the employee and make him suitable to the job. Enable employees to develop, within organization, increases earning power. Helps the individual in making better decision and effective problem solving.

Helps to increase job satisfaction and recognition and reduces absenteeism and complaints. Aids in increasing productivity and or quality if work. Aids in organizational development. Improves Labor-Management relations.

OBJECTIVES OF TRAINING: The main objectives of Training are: Primary purpose of training is to establish a sound relationship between the workers and his jobs. To upgrade skills and prevent obsolescence. Keep pace with changing technology, mechanization, automation, electronic, data processing etc. To impart the new entrants the basic knowledge and skill they need for an intelligent performance of define job. To develop healthy, constructive attitudes in employees and obtain better cooperation and greater loyalty. To prepare employees for future assignments. To increase productivity. To enhance employee confidence and morale, sense of responsibility. To minimize operational errors. To build up second line of competent officers and prepare them to occupy more responsible positions. To ensure smooth and efficient working of a department.

NEED FOR THE STUDY

Training helps the organization to develop their employees in the fields of managerial skills, communication, technical, behavioral, interpersonal skills and personality development. I want to know how the organization implements different policies, plans, strategies for the development of employees. Training being a core function of HRM has its unique role in contributing to the organizational effectiveness. Updating and improvisation of the performance at the individual level, unit levels and organizational is possible only through a welldesigned training program. As the company is contributing its services to thousands of beneficiaries it is vital for the organization to utilize the training programmes to the maximum extent possible. Hence knowing the importance of equipping the employees for the future challenges training was considered to be the right choice to go for a thorough study. OBJECTIVES OF THE STUDY 1. The following are the objectives of the study 2. To find out the effectiveness of Training with reference to company 3. To examine the methods of training of personnel in company 4. To evaluate and analyze the usefulness and effectiveness of training from the company Point of view 5. To analyze the benefits derived by the employee of the company. 6. To find any changes are needed in the method training. 7. To give suggestions as may be applicable to the company. SCOPE OF STUDY The present study is an attempt to study the Training and Development process related to managerial and non-managerial employees and also to study various training program for officers and clerks. It is aimed at analyzing the current trends in Training and Development process and their influence on implementation of an appropriate system to suit to the needs of the organization. RESEARCH METHODOLOGY

DATA COLLECTION Primary Data: Primary data was collected through scheduled questionnaire. It was prepared to collect the required information on different training activities. It was distributed among the respondents for their view and analysis. Secondary Data: The secondary data was collected from various textbooks on Human Resource Management, Training and Development, Internet, NCC Manual etc., SAMPLING DESIGN Sample size: A sample size of 50 respondents has been selected for the purpose of the study. Sampling technique: The technique used for the selection of respondents is Simple random technique. LIMITATIONS Though adequate care has been taken while doing the project. This project suffers certain limitations they are: This study covers only those employees who are working in the company. The Interpretations is being based on the percentage method. Response errors could arise on the questionnaire was administrated. Responses by respondents might be biased. The duration of the project was limited The sample size that was surveyed was 50 out of 110 employees. Since the study concerned with opinion survey, personal inhibitions may take place.