Introduction training Training can be introduced simply as a process of assisting a person for enhancing his efficiency and effectiveness

to a particular work area by getting more knowledge and practices. Also training is important to establish specific skills, abilities and knowledge to an employee. For an organization, training and development are important as well as organizational growth, because the organizational growth and profit are also dependent on the training. But the training is not a core of organizational development. It is a function of the organizational development. Training is different form education; particularly formal education. The education is concerned mainly with enhancement of knowledge, but the aims of training are increasing knowledge while changing attitudes and competences in good manner. Basically the education is formulated with in the framework and to syllabus, but the training is not formed in to the frame and as well as syllabus. It may differ from one employee to another, one group to another, even the group in the same class. The reason for that can be mentioned as difference of attitudes and skills from one person to another. Even the situation is that, after good training programme, all different type skilled one group of employees can get in to similar capacity, similar skilled group. That is an advantage of the trainings. In the field of Human Resources Management, Training and Development is the field concern with organizational activities which are aimed to bettering individual and group performances in organizational settings. It has been known by many names in the field HRM, such as employee development, human resources development, learning and development etc. Training is really developing employees capacities through learning and practicing. Training and Development is the framework for helping employees to develop their personal and organizational skills, knowledge, and abilities. The focus of all aspects of Human Resource Development is on developing the most superior workforce so that the organization and individual employees can accomplish their work goals in service to customers. All employees want to be valuable and remain competitive in the labour market at all times, because they make some demand for employees in the labour market. This can only be achieved through employee training and development. Hence employees have a chance to negotiate as well as employer has a good opportunity to select most suitable person for his vacancy. Employees will always want to develop career-enhancing skills, which will always lead to employee motivation. There is no doubt that a well trained and developed staff will be a valuable asset to the company and thereby increasing the chances of his efficiency in discharging his or her duties. Trainings in an organization can be mainly of two types; Internal and External training sessions. Internal training involves when training is organized in-house by the human resources department or training department using either a senior staff or any talented staff in the particular department as a resource person.

On the other hand external training is normally arranged outside the firm and is mostly organized by training institutes or consultants. Whichever training, it is very important for all staff and helps in building career positioning and preparing staff for greater challenges in developing world. How ever the training is costly. Because of that, people who work at firms do not receive external trainings most of times. The cost is a major issue for the lack of training programmes in Sri Lanka. But nowadays, a new concept has come with these trainings which is Trainers through trainees . While training their employees in large quantities, many countries use that method in present days to reduce their training costs. The theory of this is, sending a little group or an individual for a training programme under a bonding agreement or without a bond. When they come back to work, the externally trained employees train the employees who have not participated for above training programme by internal training programmes. Employers of labour should enable employees to pursue training and development in a direction that they choose and are interested in, not just in company-assigned directions. Companies should support learning, in general, and not just in support of knowledge needed for the employee's current or next anticipated job. It should be noted that the key factor is keeping the employee interested, attending, engaged, motivated and retained. For every employee to perform well, especially Supervisors and Managers, there is a need for constant training and development. The right employee training, development and education provides big payoffs for the employer in increased productivity, knowledge, loyalty, and contribution to general growth of the firm. In most cases external trainings for instance provide participants with the avenue to meet new set of people in the same field and network. The meeting will give them the chance to compare issues and find out what is obtainable in each others environment. This for sure will introduce positive changes where necessary. It is not mentioned in any where that the employers, managers and supervisors are not suitable for training programmes. They also must be highly trained if they are expected to do their best for the organization. Through that they will have best abilities and competencies to manage the organization. Training employees not only creates a more positive corporate culture, but also add a value to its key resources. Raw human resources can make only limited contribution to the organization to achieve its goals and objectives. Hence the demands for the developed employees are continuously increasing. Thus the training is a kind of investment.

NATURE OF TRAINING AND DEVELOPMENTI n s i mp l e t e r m s , t r a i n i n g a n d d e v e l o p me n t r e f e r s t o t h e i m p a r t i n g o f s p e c i f i c skills, abilities and knowledge to an employee. A formal definition of training &d e v e l o p m e n t i s i t i s a n y a t t e m p t t o i m p r o v e c u r r e n t o r f u t u r e e m p l o y e e performance by increasing an employees ability to perform through learning,usually by changing the employees attitude or increasing his or her skills

andk n o w l e d g e . T h e n e e d f o r t r a i n i n g & d e v e l o p m e n t i s d e t e r m i n e d b y t h e employees performance deficiency, computed as follows:Training & Development need = Standard performance Actual performance.We can make a distinction among training, education and development. Suchdistinction enables us to acquire a better perspective about the meaning of theterms. Training, as was stated earlier, refers to the process of imparting specifics k i l l s . E d u c a t i o n , o n t h e o t h e r h a n d , i s c o n f i n e d t o t h e o r e t i c a l l e a r n i n g i n classrooms.Table 1. Training and Education Differentiated Training refers to the process of imparting specific skills. Development refers to the learning opportunitiesdesigned to help employees grow. Education is theoretical learning in classroom. T h o u g h t r a i n i n g a n d e d u c a t i o n d i f f e r i n n a t u r e a n d o r i e n t a t i o n , t h e y a r e complementary. An employee, for example, who undergoes training is presumedt o h a v e h a d s o m e f o r ma l e d u c a t i o n . F u r t h e r mo r e , n o t r a i n i n g p r o g r a m m e i s c o m p l e t e wi t h o u t a n e l e me n t o f e d u c a t i o n . I n f a c t , t h e d i s t i n c t i o n b e t we e n training and education is getting increasingly blurred nowadays. As more andmore employees are called upon to exercise judgments and to choose alternativesolutions to the job problems, training programmes seek to broaden and developt h e i n d i v i d u a l t h r o u g h e d u c a t i o n . F o r i n s t a n c e , e m p l o y e e s i n w e l l - p a i d jo b s and/or employees in the service industry may be required to make independent decision regarding there wor k and their relationship wi th clien ts. Hence,organization must consider elements of both educat i o n a n d t r a i n i n g w h i l e planning there training programmes.Development refers to those learning opportunities designed to help employeesgrow. Development is not primarily skill-oriented. Instead, it provides generalknowledge and attitudes which will be helpful to employees in higher positions.E f f o r t s t o wa r d s d e v e l o p m e n t o f t e n d e p e n d o n p e r s o n a l d r i v e a n d a mb i t i o n . Development activities, such as those supplied by management developmentalprogrammes, are generally voluntary.To bring the distinction among training, education and development into sharpf o c u s , i t m a y b e s t a t e d t h a t training is offered to operatives , wh e r e a s developmental programmes are meant for employees in higher positions . Education however is common to all the employees , t h e r e g r a d e s notwithstanding. AIMS/OBJECTIVES OF TRAINING & DEVELOPMENT The fundamental aim of training is to help the organization achieve its purpose bya d d i n g v a l u e t o i t s k e y r e s o u r c e

t h e p e o p l e i t e m p l o y s . T r a i n i n g m e a n s investing in the people to enable them to perform better and to empower them tomake the best use of their natural abilities. The particular objectives of trainingare to: Develop the competences of employees and improve their performance; Help people to grow within the organization in order that, as f a r a s possible, its future needs for human resource can be met from within; Reduce the learning time for employees starting in new j o b s o n appointment, transfers or promotion, and ensure that they become fullycompetent as quickly and economically as possible. INPUTS IN TRAINING AND DEVELOPMENTS Any training and development programme must contain inputs which enable theparticipants to gain skills, learn theoretical concepts and help acquire vision tol o o k i n t o d i s t a n t f u t u r e . I n a d d i t i o n t o t h e s e , t h e r e i s a n e e d t o i mp a r t e t h i c a l orientation, emphasize on attitudinal changes and stress upon decision-makingand problem-solving abilities. Skills Training, as was stated earlier, is imparting skills to employees. A worker needss k i l l s t o o p e r a t e ma c h i n e s , a n d u s e o t h e r e q u i p m e n t s wi t h l e a s t d a ma g e o r scrap. This is a basic skill without which the operator will not be able to function.T h e r e i s a l s o t h e need for motor s k i l l s . M o t o r s k i l l s r e f e r t o p e r f o r ma n c e o f specific physical activities. These skills involve training to move various parts of ones body in response to certain external and internal stimuli. Common motor s k i l l s i n c l u d e wa l k i n g , r i d i n g a b i c y c l e , t y i n g a s h o e l a c e , t h r o wi n g a b a l l a n d driving a car. Motor skills are needed for all employees from the clerk to theg e n e r a l ma n a g e r . E m p l o y e e s , p a r t i c u l a r l y s u p e r v i s o r s a n d e xe c u t i ves, need interpersonal skills popular known as the people skills. Interpersonal skills areneeded to understand one self and others better, and act accordingly. Exampleso f i n t e r p e r s o n a l s k i l l s i n c l u d e l i s t e n i n g , p e r s u a d i n g , a n d s h o w i n g a n understanding of others feelings. Education The purpose of education is to teach theoretical concepts and develop a sense of reasoning and judgement. That any training and development programme mustcontain an element of education is well understood by HR specialist. Any

suchp r o g r a m m e h a s u n i v e r s i t y p r o f e s s o r s a s r e s o u r c e p e r s o n s t o e n l i g h t e n participants about theoretical knowledge of the topic proposed to be discussed.I n f a c t o r g a n i z a t i o n s d e p u t e o r e n c o u r a g e e mp l o y e e s t o d o c o u r s e s o n a p a r t t i me b a s i s . C h i e f E xe c u t i v e O f f i c e r s ( C E O s ) a r e k n o wn t o a t t e n d r e f r e s h e r courses conducted by business schools. Education is important for managersand executives than for lower-cadre workers. Development Another component of a training and development is development which is lesss k i l l o r i e n t e d b u t s t r e s s e d o n k n o w l e d g e . K n o w l e d g e a b o u t b u s i n e s s environment, management principles and techniques, human relations, specificindustry analysis and the like is useful for better management of the company. Ethics There is need for imparting greater ethical orientation t o a t r a i n i n g a n d development programme. There is no denial of the fact that ethics are largelyi g n o r e d i n b u s i n e s s e s . U n e t h i c a l p r a c t i c e s a b o u n d i n ma r k e t i n g , f i n a n c e a n d production function in an organization. They are less see and talked about in thepersonnel function. If the production, finance and marketing personnel indulge inu n e t h i c a l p r a c t i c e s t h e f a u l t r e s t s o n the HR manager. It is his/her duty toenlighten all the employees in the organization about the ne ed of ethica