Tactful Management Research Journal Vol. 2 | Issue. 9 | June 2014 ISSN :2319-7943

Impact Factor : 1.5326 (UIF) ORIGINAL ARTICLE

A LITERATURE REVIEW ON EFFECTIVENESS OF TRAINING AND DEVELOPMENT Saheb Gowda . S. Patil M.B.A 4th SEM , Appa Institute of Engg. Tech. MBA Gulbarga

Abstract: In this competitive world, training plays an important role in the competent and challenging format of business. Training is the nerve that suffices the need of fluent and smooth functioning of work which helps in enhancing the quality of work life of employees and organizational development too. Development is a process that leads to qualitative as well as quantitative advancements in the organization, especially at the managerial level, it is less considered with physical skills and is more concerned with knowledge, values, attitudes and behavior in addition to specific skills. Hence, development can be said as a continuous process whereas training has specific areas and objectives. So, every organization needs to study the role, importance and advantages of training and its positive impact on development for the growth of the organization.

KEYWORDS: Human Resource Management, Training, Development. INTRODUCTION Human resource management is the most important management aspect in today's world. It is concerned with the activity that takes place within the organization. It is one of the popularized functions in an organization. Human resource management helps manager to train, develop & select the people or an organization. Training is one of the important aspects and it is an act of increasing the knowledge and skill of an employee for doing a particular job and it is a process, which is implied to improve skill & knowledge of the employee, which gives benefits to the individuals, as well as the improvement of the organization. The H.R manager must identify the needs of training so that training programs must be successful. Since every organization deals with the people, training helps in developing their skills knowledge efficiency & it motivate to given their best for their organization. After an employee is selected, placed or introduced in an organization he/she must be provided with training facilities in order to adjust him to the particular job. Training is an short-term process and utilizing a systematic and organized procedures by which employee learn technical knowledge and skills for a definite purpose. The researcher has chosen organization to study the training program and the effectiveness of carrier plan in the organization. The topic was selected because training is one of the means to achieve improvements in motivation and productivity through effective and efficient use of learning resources, learning is imperative to keep up with the society and training therefore has become an important and fast grooving field, major task before the enterprise is to find effective ways and means of developing the workers. Therefore the study was undertaken in the field so that whether the training is really effective or not. TRAINING AND DEVELOPMENT: Training and development activities are the main mechanism through which individual goals aspirations can be integrated with organizational goals and requirements. Such integration can be achieved Please cite this Article as : Krittika Tiwari1 , Sarvesh Bandhu1 and Alok Bandhu2 , “A LITERATURE REVIEW ON EFFECTIVENESS OF TRAINING AND DEVELOPMENT ” : Tactful Management Research Journal (June ; 2014)

A LITERATURE REVIEW ON EFFECTIVENESS OF TRAINING AND DEVELOPMENT

only when training and development efforts are linked with the organizational requirements and carried out in a systematic manner throughout the organization. MEANING AND SCOPE: Training is the systematic modification of behavior through learning, which occurs as a result of education, instruction, development and planned experience. DEFINITIONS: According to Jawaharlal Nehru, “Training is expensive but without Training is an inexpensive” According to the Edwin Flippo, “Training is an act of increasing the knowledge and skills of the employee for doing a particular job”. “Development includes process by which employees acquire not only skills and competence in their present jobs but also capabilities for future positions”. According to the Michel Armstrong, “Training is systematic development of the knowledge, skills and attitudes required by an individual to perform adequately a given task or job”. (Source: A Handbook of Human Resource Management Practice, Kogan Page, 8th Ed.,2001) 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. 'Successful candidates placed on the jobs need training to perform their duties effectively'. (Source: Aswathappa, K. Human resource and Personnel Management, New Delhi: Tata Mcgraw-Hill Publishing CompanyLimited,2000, p.189) OBJECTIVES OF THE STUDY: The principal objective of training is to make sure the availability of a skilled and willing workforce to the organization. In addition to that, there are four other objectives: Individual, Organizational, Functional, and Social. ·Individual Objectives – These objectives are helpful to employees in achieving their personal goals, which in turn, enhances the individual contribution to the organization. ·Organizational Objectives – Organizational objectives assists the organization with its primary objective by bringing individual effectiveness. ·Functional Objectives – Functional objectives are maintaining the department's contribution at a level suitable to the organization's needs. ·Social Objectives-Social objectives ensures that the organization is ethically and socially responsible to the needs and challenges of the society. Further, the additional objectives are as follows: · To prepare the employees both new and old to meet the present as well as the changing requirements of the job and the organization. · To prevent obsolescence. · To impart the basic knowledge and skill in the new entrants that they need for an intelligent performance of a definite job. · To prepare the employees for higher level tasks. IMPORATANCE OF TRAINING & DEVELOPMENT: · Training is the career stone of sound management, for it makes employees more effective and productive. It is actively and intimately with all the personnel or managerial activities. · The importance of human resource management to a large extent depends on human resource development. Training is the most important technique of human resource development. As stated earlier, no organization can get a candidate who exactly matches with the job and the organizational requirement. Hence, training is important to develop the employee and make him suitable to the job. · The organization which devotes itself to training and development enhances its HR capabilities and strengthening its competition edge. At the same time, the employees personal and career goals are furthered, generally adding to his or her abilities and value of the employees. Ultimately, the objectives of HR department are also furthered. Tactful Management Research Journal | Volume 2 | Issue 9 | June 2014

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A LITERATURE REVIEW ON EFFECTIVENESS OF TRAINING AND DEVELOPMENT

RESEARCH METHODOLOGY: Research as “ the manipulation of things, concepts of symbols for the purpose of generalizing to extend, correct or verify knowledge, whether that knowledge aids in construction of theory or in the practice of an art.” The Research Methodology followed for further work can be primarily classified into two stages namely Exploratory and Descriptive. The stepwise details of the research are as follows: EXPLORATORY STUDY: This method which is widely used by many researchers was adopted for the study. Since we always lack a clear idea of the problems one will meet during the study, carrying out an exploratory study is particularly useful. It helped develop my concepts more clearly, establish priorities and in improve the final research design. Exploratory study will be carried out by conducting: Secondary data analysis which included studying the website (www.vasavadattacement.com) of the company and also going through the various articles published in different sources (magazines, books, internet, newspapers) on Small and Medium Scale Enterprises and Training and development process. Experience surveys also conduct with Assistant-Manager Human Resources and the General Manager and Personnel Officer of vasavadatta cement to gain knowledge about the nature of Training and development process followed in the organization. DESCRIPTIVE STUDY: After carrying out initial Exploratory studies to bring clarity on the subject under study, Descriptive study will be carried out to know the actual Training and Development method being followed at vasavadatta cement. The knowledge of actual training and development process is needed to document the process and suggest improvements in the current system to make it more effective. The tools used to carry out Descriptive study included both monitoring and Interrogation. TOOLS OF DATA COLLECTION: The data required for the study was both primary, secondary the situation demanded total collection of fresh data so as to arrive at a genuine conclusion & there by suggest a practical solution. The data was collected through two types of resources. PRIMARY DATA: The primary data has been collected through well structural questionnaire by approaching directly to the respondents. The survey has been conducted through the different age group & qualification. The questionnaire included both open ended and close ended. SECONDARY DATA: The secondary data consist of books, journals, company profiles, & websites of the company. SAMPLING: A method of convenient sampling has been adopted to circulate the questionnaire among the workers. The study has taken a sample size of 100 respondents & respondents have been selected carefully. TECHNIQUES: This study has made use of relevant statistical tools like, Likerts methods, column graph & tables where even necessary. TYPES OF TRAINING AND DEVELOPMENT PROGRAMS WHICH ARE PROVIDED TO THE EMPLOYEE:

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A LITERATURE REVIEW ON EFFECTIVENESS OF TRAINING AND DEVELOPMENT

Different practices are followed in different industries and in different organizations too. So, the need of training and development programs is depending up on the requirements of the job profile. Therefore there are various types of programs shared by different authors. The types of training and development programs are as follows: TYPES (METHODS) OF TRAINING: On Job Job Instructions Apprenticeship & Coaching Job Rotation Committee Assignment Internship Training Training through step by step

Off Job Programmed Instructions Class Room Lectures Simulation Exercises Business Games Case Study Method Audio- Visual Method - Experiential Exercises - Vestibule training - Computer Modeling - Behavioral Modeling - Role Playing - Conference/ Discussion Method - Workshop / Seminars

(Source: Researcher Contribution's) STAGESTRAINING AND DEVELOPMENT PROGRAMS: Training should be conducted in a systematic order so as to derive expected benefits from it. The training system involves four stages, namely: Stage – 1 Assessment Training Needs

of

Organizational Analysis Departmental Analysis Job Analysis Employee Analysis

Stage – 2 Designing of Training and development Programs Instructional objectives Learning Principles Teaching Principles Training Principles Content design

Stage – 3 Implementation of Training Programs

Stage – 4 Evaluations Training Programs

On-the-Job Methods Off-the-Job Methods Characteristics of the Instructor Conducting the Program

Programs Reactions Learning Job Behavior Organization Ultimate Value

of

(Source: P. Subba Rao, “Essentials of Human Resource management and Industrial Relations” Himalaya Publication House, 3rd Revised & Enlarged Edition 2009, Pg-199-203). CONCLUSION: Training and development programs play a vital role in every organization. These programs improve Employee Performance at workplace, it updates Employee Knowledge and enhances their personal Skills and it helps in avoiding Managerial Obsolescence. With the use of these programs, it is easier for the management to evaluate the job performance and accordingly take decisions like employee Promotion, rewards, compensations, welfare facilities, etc. These training programs also help the managers in succession planning, employee retention and motivation. It creates Efficient and Effective employees in the Organization. The need for training & development is determined by the employee's performance deficiency, computed as follows: Training & Development need = Standard performance – Actual performance Training enhances the overall performance of an organization in various ways.

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A LITERATURE REVIEW ON EFFECTIVENESS OF TRAINING AND DEVELOPMENT

REFERENCES: 1 P. Subba Rao, “Essentials of Human Resource management and Industrial Relations”, Himalaya Publication House, 3rd Revised & Enlarged Edition,2009. 2 Michel Armstrong, “A Handbook of Human Resource Management Practice”, Kogan Page, 8th Editon, 2001. 3 Aswathappa, K.“Human resource and Personnel Management”, New Delhi: Tata McgrawHill Publishing CompanyLimited,p.189,2000. 4Buame, S. K, “Research Methods: A Practical Guide for Students”, 2006. 5 “A Handbook of Human Resource Management Practice”, Kogan Page, 8th Ed, 2001.

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