1. NEED FOR THE STUDY:
Training is the important factor of any company. So it needs to know the critical area where they can implement new training method to bring the effectiveness of training .Training is necessary to identify the best training method which assists the employees to implement their action plans. The fundamental need of this study is to evaluate the satisfactory level of employees about their training. All the employees are not specialized in all area, and thus every individual employee lacks in some areas. There is a need to find out the personal requirement and based on that training should be given. It is also necessary to evaluate the effectiveness of the training programme, which yield required changes in the employees.
2. REVIEW OF LITERATURE & RELATED STUDIES
William James (1998, P.18) of Harvard University reports that employee could retain their jobs by working at mere 20-30 percent of their potential. His research led him to believe that if these same employees were properly motivated, they could work at 80-90 percent of their capabilities. Behavioral science concepts like motivation and enhanced productivity could well be used for such improvement through the effective and efficient use of learning resources. Jack Welch (1999, P.21) Companies can't promise lifetime employment, but by constant training and education we may be able to guarantee lifetime employability. Organization and individual should develop and progress simultaneously for their survival and attainment of mutual goals. So every modern management has to develop the organization through human resource development. Employee training is the important sub-system of human resource development. Employee training is a specialized function and is one of the fundamental operative functions for human resources management. C. K. Prahalad (1997 P.8) says that mentoring requires special skills, but it does not require hierarchical position. After an employee is selected, placed and introduced he or she must be provided with by training facilities. Training is the act of increasing the knowledge and skill of an employee for doing a particular job. Training is a short-term educational process and utilizing a systematic and organized procedure by which employees learn technical knowledge and skills for a definite purpose.
Dale.S.Beach (1996 P.14) defines the training as “The organized procedure by which people learn knowledge and /or skill for a definite purpose”. In other words, training improves changes and moulds the employee’s knowledge, skill behavior and aptitude and attitude towards the requirements of the job and the organization. Training refer to the teaching and learning activities carried on for the primary purpose of helping members of an organization to acquire and apply the knowledge, skill, abilities and attitudes needs by a particular job and organization.
Robert Haas (1994 P.17) suggest that “You can't train anybody to do anything that he or she doesn't fundamentally believe in”. Training needs are identified on the basis of organizational analysis, job analysis and man analysis. Training programme, training methods and course content are to be planned on the basis of training needs. Training needs are those aspect necessary to perform the job in an organization in which employee is lacking attitude/aptitude, knowledge, skill. Training needs = Job and organizational requirement Employee specifications. Webster dictionary defines "training" as, the act, process, or method of one that trains, the skill, knowledge, or experience acquired by one that trains, the state of being trained. And defines the word experience as a direct observation of or participation in events as a basis of knowledge, the fact or state of having been affected by or gained knowledge through direct observation or participation, practical knowledge, skill, or practice derived from direct observation of or...
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