Concept and Nature of Training & Development - Human Resource Management | Human Resource Management - B Com PDF Download

Introduction
Training is an organised activity for increasing the knowledge and skills of people for a definite purpose. It involves systematic procedures for transferring technical know-how to the employees so as to increase their knowledge and skills for doing specific jobs with proficiency. In other words, the trainees acquire technical knowledge, skills and problem solving ability by undergoing the training programme. According to Edwin B. Flippo, ―Training is the act of increasing the knowledge and skills of an employee for doing a particular job‖. Training involves the development of skills that are usually necessary to perform a specific job. Its purpose is to achieve a change in the behavior of those trained and to enable them to do; their jobs better. Training makes newly appointed workers fully productive in the minimum of time. Training is equally necessary for the old employees whenever new machines and equipment are introduced and/or there is a change in the techniques of doing the things. In fact, training is a continuous process. It does not stop anywhere. The managers are continuously engaged in training their subordinates. They should ensure that any training programme should attempt to bring about positive Changes in the
(i) Knowledge,
(ii) skills, and
(iii) attitudes of the workers.

[Question: 877186]
The purpose of training is to bring about improvement in the performance of work. It includes the learning of such techniques as are required for the better performance of definite tasks.

The objective of training is to achieve a change in the behavioor of those trained. In the industrial situation, this means that the trainees acquires new techniques skills, problems solving abilities and develop proper, work attitude. The trainees apply the newly acquired knowledge on the job in such a way as to keep them in the achievement of organisational goals and targets. Training is a necessary activity in all organisations, It plays a large part in determining the effectiveness and efficiency of the organisation. Training is must for .all. A training programme enables the trainee to achieve the reasonable level of acceptable performance. To achieve improved performance and increase in productivity, quality and profitability. Change Organisational climate and culture, to improve health and safety and Possibility and personal growth and development.
Training generally is intended to provide training experiences that help people perform efficiently in their present and future jobs. Training is a process in which abilities are developed into specific required skills knowledge or attitudes.

Thus managing the training process can go a long way towards enhancing its effectiveness. If training programs are well conceived and well executed, both the organisation and its employees benefit. A comprehensive process helps managers ensure that the objectives of the training program are met.
Training enables the employees to get acquainted with jobs and also increase, their aptitudes and skills and knowledge. It makes newly recruited employees fully productive in the minimum of time. Even for the old workers, it is necessary to refresh them and to enable them to keep up with new methods and techniques as well as new machines and equipments for doing the work. Thus, training is not a ‗one-step process‘, but it is a continuous or neverending process because it increases the knowledge and skills of new employees in performing their jobs and serves as a refresher course for the old employees. Training job will never be finished as long as the organization remains in operation. At any given time, the different phases of training programme will be found at practically every stage of progress. Men may be learning by their own experiences and by trial and error methods. Training does not disappear from any organisation merely because its presence is ignored. The purpose of training is to bring about improvement in the performance of workers. It includes the learning of such techniques as are required for the intelligence performance of definite task.

There is a growing realisation about the importance of training in Indian organisations, specially after globalisation. This has posed a lot of challenges to Indian industries. Without efficiency, effectiveness and competency, it would be impossile to survive and to be internationally competative, all out efforts are required. Quality innovation, technology upgradation,cost reduction and productive work culture, have thus become the slogans of every industry, which no organisation will be able to achive without continuously training its human resources. Justifiably, therefore, there is an upward trend in investment in training in many organisations. But increasing the investment in training and hiking training budgets is not going to achieve desired results. There are certain fundamentals and basic in training which must be given due importance if investments have to bring in returns.

[Question: 877211]

Nature of Training & Development
Training is the most important component of Human Resource Development (HRD) but HRD is training plus. An organisation which aspires to grow must be in tune with the changing neecds of the society. Training becomes relevant in the context since it is only through training that the gap between performance of the organization and the felt need of a changing society can be neutralised Training reduces the gap by increasing employees‘ knowledge, skill, ability and attitude.
Training makes a very important contribution to the development of the organisation‘s human resources and hence to the achievement of its aims and objectives. To achieve its purpose, training needs to be effectively managed so that the right training is given to the right people, in the right form, at the right time and at the right costs.
The term 'training‘ indicates the process involved in improving the aptitudes, skills and abilities of the employees to perform specific jobs. Training helps in updating old talents and developing new ones.
Training is a vital phase of management control. It helps in reducing accidents, eliminating wastages and increasing, the quality of work.
Training and Development are terms which are sometimes used interchangeably. Development was seen as an activity associated with managers, In contrast training has a more immediate concern and has been associated with improving the knowledge and skill of non-managerial employees in the present job.
Training and development may be regarded interactive, each complementing the other. The logical step for‘ the organisation is to produce a plan for human resource development (i.e. training and development) which will dovetail into the employee resourcing plan (i.e.selection) and the organisation‘s overall strategic plan.

[Question: 877213]

Objectives of Training 
The primary objective of training is to prepare employees – both new and old, for promotions to positions which require added skill and knowledge. This means that the training may range from highly specific instruction as to steps in the performance of a given job to very general information concerning the economy and society. Therefore, it is necessary to establish the goals of training very cautiously. The objectives of training are as follows :
(i) To impart to new entrants the basic knowledge and skill they need for an intelligent performance of definite tasks;
(ii) To assist employees to function more effectively in their present positions by exposing them to the latest concepts, information and techniques and developing the skills, they will need in their particular fields;
(iii) To build up a second line of competent officers and prepare them to occupy more responsible positions;
(iv) To broaden the minds of senior managers by providing them with opportunities for an inter-change of experiences within and outtside with a view to correcting the narrowness of the outlook that may arise from over-specialisation;
(v) To impart customer education for the purpose of meeting the training needs of Corporations which deal mainly with the public.

In a nutshell, the objectives of training are 'to bridge the gap between existing performance ability and desired performance.'
Since training is a continuous process and not a oneshot affair, and since it consumes time and entails much expenditure, it is necessary that a training programme or policy should be prepared with great thought and care, for it should serve the purposes of the establishment as well as the needs of employees. Moreover, it must guard against over-training, use of poor instructors, too much training on skills which are unnecessary for a particular job, imitation of other company training programmes, misuse of testing techniques, inadequate tools and equipment, and overreliance on one single technique – e.g., on slides, pictures on lecturers – and not enough on practice.