Training & Development and Its Impact on Employee Performance,

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SYNOPSIS

ON

A STUDY OF THE VARIOUS ASPECTS

OF

TRAINING & DEVELOPMENT AND ITS IMPACT ON EMPLOYEE PERFORMANCE,

WITH SPECIAL REFERENCE TO SECL JAMUNA KOTMA (M.P.)

[pic]

Submitted Towards the partial fulfillment for the award of Master of Business Administration degree

(U.P. Technical University, Lucknow)

(2011-2013)

SUBMITTED TO: - SUBMITTED BY:-

Mrs. ANJANA SHAHU NAVEEN VERMA

ASST. PROFESSOR ROLL NO.1172770050

SHAMBHUNATH INSTITUTE OF MANAGEMENT
JHALWA ALLAHABAD

INTRODUCTION

Topic Introduction

A business' most important asset is often its people. Training and developing them can be one of the most important investments a business can make. The right training can ensure that your business has the right skills to tackle the future. It can also help attract and retain good quality staff, as well as increasing the job satisfaction of those presently with you - increasing the chances that they will satisfy your customers. Training and development refer to the imparting to specific skills’ ability and knowledge to an employee.

A formal definition of training and development is: 

“… it is any attempt to improve current or future employee performance by increasing an employee’s ability to perform through learning, usually by changing the employee’s attitudes or increasing his or her skills and knowledge.”

The need for training and development is determined by the employee’s performance deficiency, computed as follows: We can make a distinction among training, education and development. Such distinction enables us to acquire a better perspective about the meaning of the terms. Training, as was started earlier, refers to the process of imparting specific skills. Education, on the other hand, is confined to theoretical learning in the classrooms.

NEED FOR THE STUDY

Organizations spend vast sums of money on training and development. Before committing such huge resources, organizations would do well to assess the training needs of the employees. Organizations that implement training programmes without conducting needs assessment may be making errors. Individual

Group

Individual:
An individual obviously needs training when his or her training falls short of standards, that is, when there is performance deficiency. Inadequacy in performance may be due to lack of skill or knowledge or any other problem. The problem of performance deficiency is caused by absence of skills or knowledge can be remedied by training. Faulty selection, poor job design, uninspiring supervision or some personal problem may also result in poor performance. Transfer, job redesign, improving quality of supervision, or discharge will solve the problem. Individuals may also require new skills because of possible job transfers. Although job transfers are as common as organizational personal demands vary, they do not necessarily require elaborate training efforts. Employees commonly require an orientation to new facilities and jobs. Recently, however, economic forces have necessitated significant retraining efforts in order to assure continuous employment for many individuals. Group:

Assessment of training needs occurs at group level too. Any change in the organization’s strategy necessitates training groups of employees. For example, when the organization decides to introduce a new line of products, sales personnel and production workers have to be trained to produce, sell and service the new products. Training can also be used when high scrap or accident rates, low morale and motivation, or other problems are diagnosed.

SCOPE OF THE STUDY

Formal training courses e.g. computer courses, general overview courses, flagship...
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