 It is a learning process that involves the

acquisition of knowledge, sharpening of

skills, concepts, rules, or changing of
attitudes and behaviours to enhance the
performance of employees.

 Training is the process of increasing the

knowledge and skills for doing a particular
job. It is an organised procedure by which
people learn knowledge and skill for a
definite purpose.
 Job Requirement

 Technological Change

 Organizational Viability

 Internal Mobility
 Optimum Utilization of Human Resources
 Development of Human Resources
 Development of skills of employees
 Productivity
 Team spirit
 Organization Culture
 quality of work and work-life
 Health and Safety
 Morale
 Profitability
 Organization Climate
 Image
 Self Confidence
 Higher Earnings
 Safety
 Adaptability
 Promotion
 New Skills
 Orientation Training
 Job Training
 Safety Training
 Promotional Training
 Refresher training
 Remedial Training
 Role of Organization in Training –
 To hire new people – training as a means of
training new recruits

 To Expand – When the company wants to

increase its headcount

 To increase certain number of staff (in

position) by a certain date

 To enhance the performance of employees

 Identifying Training Needs

Setting Training Objectives and

Policy

Designing Training Programme

[Company’s Training Plan]

Conducting the Training

Follow Up Evaluation
PARTICIPANTS –

 Participate and contribute to all training

activities.
 Set out personal learning objectives and
direct efforts to realise them.
 Extend supports to the training team in
achieving the programme objectives and
maintain learning environment.
 Assist co-participants in realising their
learning objectives.
Training Agency –
 Provide an environment that is conductive to
learning, including physical facilities.
 Ensure effective coordination between the
trainers and the support staff associated with
the delivery of the programme.
 Assist in the professional growth and
development of the training staff.
 Maintain the training team; keep pace with the
development in the field of training.
 Appraise work [efficiency and
comprehensiveness of training delivered] on a
regular basis.
TRAINER –

 The effective transfer of training depends a

lot on the trainer because it is the trainer
only who can remove the mental block of
trainee, motivate the trainee to learn,
delete the negative perception of the trainee
regarding the training. Besides all that, a lot
depends on personality of trainer also.
TRAINING DEPARTMENT –

 Identify training needs for individuals,

department and organization.
 Sell training programmes to the internal
customer (user department).
 Coordinate with training agency and trainers
to conduct training.
 Provide infrastructure and organise training
programme.
 Training follow-up and evaluation of training
programmes.
 Responsibilityfor Training
 Selection and motivating the target group
 Preparing the Trainers
 Developing Training package
 Presentation
 Performance Tryout
 Follow-up
The last stage in the training and
development process is the evaluation of
results of training. Since huge sums of
money are spent on training and
development, how far the programme has
been useful must be judged.
 Reaction measures reveal trainee’s opinions
regarding the training programme.
 Learning measures asses the degree to which
trainees have mastered the concept,
knowledge and skills of the training.
 Behavior indicates the performance of
learners.
 The purpose of collecting organizational
result is to examine the impact if training on
the work group or the entire company.
Here Questions can be based on
 From Participants point of view
 From Supervisors point of view
 From HR Department point of view
 From Organizational point of view