Introduction:

Human Resource Management is defined as the people who staff and manage organization. It
comprises of the functions and principles that are applied to retaining, training, developing,
and compensating the employees in organization. It is also applicable to non-business
organizations, such as education, healthcare, etc. Human Resource Management is defined as
the set of activities, programs, and functions that are designed to maximize both
organizational as well as employee effectiveness.
Scope of HRM without a doubt is vast. All the activities of employee, from the time of his
entry into an organization until he leaves, come under the horizon of HRM. The divisions
included in HRM are Recruitment, Payroll, Performance Management, Training and
Development, Retention, Industrial Relation, etc. Out of all these divisions, one such
important division is training and development.
Training And Development is a subsystem of an organization. It ensures that randomness is
reduced and learning or behavioral change takes place in structured format.
William James of Harvard University estimated that employees could retain their jobs by
working at a mere 20-30 percent of their potential. His study 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 in such improvements in employee output. Training could be one of the means
used to achieve such improvements through the effective and efficient use of learning
resources.

Human resources, are the most valuable assets of any organization, with the
machines, materials and even the money, nothing gets done without man-power. The
effective functioning of any organization requires that employees learn to perform their jobs
at a satisfactory level of proficiency. Here is the role of training. Employee training tries to
improve skills or add to the existing level of the knowledge so that the employee is better
equipped to do his present job or to prepare him for higher position with increased
responsibilities. However individual growth is not an end itself. Organization growth needs to
be meshed with the individual’s growth. The concern is for the organization viability, that it
should adapt itself to a changing environment. Employee growth and development has to be
seen in the context of this change. So training can be defined as:

Training is a systematic development of the knowledge, skills and attitudes required by

employees to perform adequately on a given task or job
The need for improved productivity in organization has become universally accepted and that
it depends on efficient and effective training. However, the need for organizations to embark
on staff development programme for employees has become obvious. Absence of these
programme often manifest tripartite problems of incompetence, inefficiency and
ineffectiveness. So training and development aim at developing competences such as
technical, human, conceptual and managerial for the furtherance of individual and
organization growth which makes it a continuous process

Training is the process of assisting a person for enchanting his efficiency and effectiveness at
work by improving and updating his professional knowledge by developing skills relevant to
his work and cultivating appropriate behavior and attitude towards work and people.

Training could be designed either for improving present at work or for preparing a person for
assuming higher responsibilities in further which would call for additional knowledge and
superior skills. Training is different education particularly formal education. While education
is concerned mainly with enhancement of knowledge, training aims essentially at increasing
knowledge, stimulating attitude and imparting skills related to a specific job.

It is a continuous and life long process. Training provides an atmosphere of sharing and
synthesizing, with the help of the trainers, the information already available on the subject.
Training is a time bound activity program. Thus there is a separate specialized discipline of
trainers socializing in the field of human activity.

Meaning:

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.

Thus Training is the act of increasing the knowledge and skills of employee. It is a universal
truth that the human resources available in an organization have to be managed more
efficiently than the material resources comprising of machines and money.

Eloquently putting “Training is a systematic development of the knowledge, skills and

attitudes required by employees to perform adequately on a given task or job”.
Definition:

“Training is the act of increasing the knowledge & skills of an employee for doing a
particular job”

▪ Flippo
It is a short term educational process & utilising a systematic & organised procedure by
which employees learn technical knowledge & skills for a definite purpose

Training improves knowledge skill, behaviour & attitude towards the requirements of the job
& organisation.

Features of Training:

The features of good training programs are as follows:-

a. Clear Purpose:

The objective of the programme should be clearly specified. The training should be result
oriented.

b. Training Needs:

The training needs of employees should be clearly defined. The methods selected for
imparting training should be appropriate and effective.

c. Relevance:

The training programme and its contents must be relevant to the requirements of the job for
which it is intended.

d. Balance between Theory and Practice:

A good training programme should provide a balanced mix of theory and practice the
theoretical framework should be backed by practical application to provide all round training.

e. Management Support:

Top management must actively support the training programme so that the training
programme may help the employees to yield better results. Once the employees get the
support form management support the perform there job more effectively.
Training Objectives:
1. To prepare the employee both new & old to meet the present as well as the changing
requirements of the job & the organisation.
2. To prevent obsolescence
3. To help the new entrants the basic knowledge & skills they need for an intelligent
performance of a definite job.
4. To prepare employees for higher level jobs.
5. To develop the potentialities of people for the next level job.
6. To ensure economical output of required quality.
7. To ensure smooth & efficient working of a department.
8. To assists employees to function more effectively in their present positions by
exposing them to the latest concepts, information & techniques & developing the
skills they will need in their particular fields.
9. To promote individual & collective morale, a sense of responsibility, co operative
attitudes & good relationships.

Purpose of Training:
One of the main purposes of training is to prevent industrial accidents. This is done by
creating safety consciousness among workers.

a. When the employees are trained it enables them to achieve the required level of
performance which in turns increases the productivity.

b. Training helps in increasing the knowledge and skills of employee

c. When the employees are trained it becomes easy for them to adapt themselves
according to the changes made in business.

d. Training reduces the cost of supervision. Trained employees needs less guidance
which in turns reduces the needs for supervision.

Needs of Training:
1. To enable the new recruits to understand work:
A person who is taking up his job for the first time must become familiar with it. For
example, if a fresh graduate is appointed as a clerk in a bank, he must first of all gain
knowledge of work assigned to him.
2. To enable existing employees to update skill and knowledge:
Training is not something needed for the newly recruited staff alone. Even the existing
employees of a concern may require training. Such training enables them to update their
skill and knowledge.
3. To enable an employee who has been promoted to understand his responsibilities:
Training is essential for an employee who has just been promoted to a higher level job.
With an evaluation in his position in the organization, his responsibilities are also going
to multiply.

4. To enable an employee to become versatile:

Sometimes an employee may have to gain knowledge of several related jobs. It will not
be enough if he is only good in the work he does presently.

Importance of Training:

1. Improvement in Skill and Knowledge:

Such training helps the employees to perform his job much better. This benefits the enterprise
as well.

2. Higher Production and Productivity:

If an enterprise has a team of well trained employees there will be rise in production as well
as increase in productivity. Productivity is the input- output ratio

3. Job Satisfaction:

Trained employees will be able to make better use of the making of their skill. This increases
their level of self-confidence and commitment to work. Such employees are bound to have
higher job satisfaction.
4. Better use of Resources:

Trained employees will be able to make better use of materials and machines. This
reduces the rate of wastage and spoilage of materials and also breakage of tools and
machines

5. Reduction in Accidents:

Trained employees are aware of safety precautions and so they are alert and
cautious. This is bound to bring down the number of accident in the works place.

6. Reduced Supervision:

Well trained employees do not need much supervision. They can do their work
without having to approach their superior often for guidance.

7. Reduction in Complaints:

‘Only bad workers blame their tools’. An employee who has acquired the necessary
skill and job knowledge would certainly love his job.

8. Adaptability:

Trained workers have the capacity to adapt themselves to any kind of situation.
They are odd in crisis management too. This indeed is beneficial for the
organization.

9. Scope for Management by Exception:

With trained workers working under them, it becomes easy for the managers to get
things done by delegating authority. This enables the managers to concentrate more
on important issues confronting the organization.

10. Stability:

“The employees of today are going to be the managers of tomorrow”. The

retirement of key managers may not affect the stability of an organization if it has a
team of trained, efficient and committed employees who are ever ready to take

over management.
Advantages of Training:
1. Quick Learning: Training helps to reduce the learning time to reach the
acceptable level of performance. The employees need not learn by observing
others & waste a long time, if the formal training program exists in the
organisation. The qualified trainers will help the new employees to acquire
the skills & knowledge to do particular jobs within a short span of time.
2. Higher Productivity: Training raises the skill of the employees in the
performance of a particular job. It helps to the existing employees to raise
their level of performance on their present job assignment.
3. Less Supervision: If the employees are given adequate training, the need of
supervision is lessened. Training does not eliminate the need of supervision
but it reduces the need of detailed & regular supervision.
4. Economical Operation: It helps to make a better & economical use of
materials &equipment’s wastage will be low. In addition the rate of accidents
& damages to the machinery & equipment will be kept to the minimum by the
well trained employees.
5. Higher Morale: The objective of training program will mould employee’s
attitude to achieve support for organisational activities & obtain better
cooperation& greater loyalty with the help of training dissatisfaction
complaints absenteeism & turnover can also be reduced among the
employees.
6. Better Management: Manager can make use of training to manage in a better
way. To him training the employees can assists in improving his planning,
organising, directing & controlling.
7. Confidence: Training crates a feeling of confidence in the minds of workers.
It gives safety & security to them at a work place.
8. New Skills: Training develops skills which serve as a valuable personal asset
of the workers.
9. Promotion: Training helps for the promotion of the employees in the organisation.
10. High Earnings: By improving skills training provides a chance of increasing
job knowledge & in turn earn more.
11. How training benefits the organisation:

1. Leads to improve profitability and more positive attitudes

towards profits orientation.
2. Improves the job knowledge and skills at all levels of the organisation.
3. Improve the morale of the workplace.
4. Helps people identify with organisational goals.
5. Helps create a better corporate image.
6. Improve the relationship between boss and subordinates.
7. Learn from the trainee.
8. Helps prepare guidelines for work.
9. Provide information for future needs in all areas of the organisation.
10. Organisation gets more effective in decision making and problem solving.

Purpose of Training:
a. Training is necessary when a person moves from one job to another (transfer)

b. Training is necessary to make employees mobile & versatile. They can be

placed in various jobs depending on organizational needs.

c. Training is needed to bridge the gap between what the employee wants and
what the job demands.
Methods of Training:

1. On the Job Methods:

• It is also known as job instruction training

• It is most commonly used method
• Under this method, the individual is placed on a regular job & taught
the skills necessary to perform that job.
• This method is also called “learning by doing”
• In this method trainee learns under the guidance or supervision of the
supervisor or instructor.

a. Job Rotation: Job rotation involves the transfer of trainees from one job to
another and sometimes from one branch to another. The trainee receives job
knowledge & gains experience from his supervisor. The trainee receives full duties
and responsibilities of the rotated position. It is more suitable for lower level
executives.

b. Coaching: In coaching, the superior plays an active role in training the

subordinate. The superior may assign challenging task to the subordinate for the
purpose of training.

The superior may assist and advice the subordinate to complete the assigned
task. In this case, the superior acts as a coach in training the subordinate.

A limitation of this method is that the trainee may not have the freedom or
opportunity to express his own ideas.

c. Job Instruction: This method is also known as training through step by step.
Under this method, the trainer explains to the trainee the way of doing the jobs, job
knowledge & skills & allows him to do the job. The trainer appraises the
performance of the trainee, provides feedback, information & corrects the trainer.

D. Committee Assignment: Under this method, a group of trainees are given &
asked to solve an actual organizational problem. The trainees solve the problem
jointly. It develops the team work.

2. Off the Job Method:

• Under this method the trainee learns outside the job and involves himself in
full time learning.

• In this method of training, the trainees is separated from the job

situation & his attention is focused upon learning the material related to his
future job performance.

• There is an opportunity for freedom of expression for the trainees.

a. Vestibule Training: In this method, actual work conditions are simulated in a

class room. Material, files, & equipment which are used in actual job
performance are also used in training. This type of training is commonly used
for training personnel for clerical &semi-skilled jobs. The duration of this
 training ranges from days to few weeks. Theory can be related to practice in this
method.
b. Role Playing: It is defined as a method of human interaction that involves
realistic behavior imaginary situation. This method of training involves action
doing & practice, the participants play the role of certain characters such as the
production manager, mechanical engineer, workers etc. this method is mostly
used for developing inter personal interaction & relations.
c. Lecture Method: This is also called class room training. The special lectures
can be given by the top executive of the organization or by the specialist in a
particular field. The person is generally expert in the particular field. The
trainees generally had the note books to note down the important points said by
the expert.
This method can also be used for the new entrant in the organization or to
deliver the message to large group in that case the cost per trainee is less.

d. Conference or Discussion: It is a method in training the clerical, professional

& supervisory personnel. This method involves a group of people who pose
ideas, share facts, ideas, data & draw conclusions all of which contribute to the
improvement of job performance.
In this method it involves two way communications& hence feedback is
provided the participants feel free to speak in small groups.
e. Seminar and Workshops: Management employees can be trained with the
help of seminars and workshops. In seminars, trainees present their papers
on work related developments. The paper presentations are reviewed by experts. The
experts may give their insights on the topic presented by the trainee.
In workshops there is a good interaction between the trainer and the trainees.
The trainer may present his views on certain developments and then initiate
interactive discussion. The trainees can get insights due to the views expressed
by the trainer and other trainees.

Introduction:
Definition of Development:

According to Mr. Emoia “Development covers not only those activities which
improve job performance, but those which bring about growth of personality, help
individuals in the progress towards maturity actualization of their potential
capacities, so that they become not only good employees but better men and
women”.

Training needs identification for a company:

Training need identification is a tool utilized to identify what educational courses or
activities should be provided to employees to improve their work productivity. Here
the focus should be placed on needs as opposed to desires of the employees for a
constructive outcome. In order to emphasize the importance of training need
identification we can focus on the following areas:
a. To pinpoint if training will make a difference in productivity and the bottom line.
b. To decide what specific training each employee needs and what will improve
his or her job performance.
c. To differentiate between the need for training and organizational issues and
bring about a match between individual aspirations and organizational goals.

Identification of training needs, if done properly, provides the basis on which all
other training activities can be considered. Also requiring careful thought and
analysis, it is a process that needs to be carried out with sensitivity as people's
learning is important to them, and the reputation of the organization is also at stake.
Identification of training needs is important from both the organizational point of
view as well as from an individual's point of view. From an organization’s point of
view it is important because an organization has objectives that it wants to achieve
for the benefit of all stakeholders or members, including owners, employees,
customers, suppliers, and neighbors. These objectives can be achieved only through
harnessing the abilities of its people, releasing potential and maximizing
opportunities for development. Therefore people must know what they need to
learn in order to achieve organizational goals. Similarly if seen from an individual's
point of view, people have aspirations, they want to develop and in order to learn
and use new abilities, people need appropriate opportunities, resources, and
conditions. Therefore, to meet people's aspirations, the organization must provide
effective and attractive learning resources and conditions. And it is also important
to see that there is a suitable match between achieving organizational goals and
providing attractive learning opportunities.
Training and development is a function of human resource management concerned
with organizational activity aimed at bettering the performance of individuals and
groups in organization settings. It has been known by several names, including
"Human Resource Development", "Human Capital Development" and "Learning
and Development". These definitions, of course, are viewed within the context of
organizational learning rather than other contexts (e.g. personal) of training and
development.

Training and Development Objectives:

The principal objective of training and development division is to make sure the
availability of a skilled and willing workforce to an organization. In addition to that,
there are four other objectives: Individual, Organizational, Functional, and Societal.
Individual Objectives –It help employees in achieving their personal goals, which
in turn, enhances the individual contribution to an organization.
Organizational Objectives –It assist the organization with its primary objective by
bringing individual effectiveness.

Functional Objectives –It maintain the department’s contribution at a level

suitable to the organization’s needs.

Societal Objectives –It ensure that an organization is ethically and socially

responsible to the needs and challenges of the society.
Title of the Study:

A Study on Employees Training and Development at RANE MADRAS LTD,

Need for the Study:

Training is the act of increasing the knowledge and skills of an employee for doing
a particular job. It utilizes a systematic and organized procedure by which employee
learns technical knowledge and skills. Training refers to the teaching and learning
activities carried on for the primary purpose of helping members of an organization.

Training is closely related with education and development but needs to be

differentiated from these terms. It is aimed at improving the behavior and
performance of a person.

Training is a continuous and life long process. Training provides an atmosphere of

sharing synthesizing with the help of the trainers, the information already available
on the subject.

Significance of the Study:

The development of any organization depends on its employees. For organizational

productivity training and development assumes great significance. Training aims at
increasing the knowledge and skills of the employee whereas organizational
development on the other hand refers to overall improvement of the organization
such as its structure, objectives, policies and procedures including managers and
employees. Organizational development can be achieved by hiring the services of
the professional’s consultants. Training and development programs are often
viewed as part of organizational development.

A better knowledge about these things can facilitate the trainer as well as the trainee
in conducting and benefiting from the training. But training being a very complex
process makes it a bit difficult. So the best way to achieve it is by studying and
analyzing the feedback of employees as well as managers. The project includes
collecting information from staffs of Vision Plus Private Limited, analyzing it,
interpreting it, and concluding useful suggestions from it.
 Objectives of the Study:
1. To recognize the meaning, nature, scope and features of the training and
development.
2. To know how the training and development program effects on the
employee productivity.
3. To study the employees perception towards organisational training and
development.
4. To study the methods used in training the employees.
5. To determine which kind of training and development programs are
effective in motivation.
6. To study the effectiveness of training and development programs in vision plus.
7. To give the suggestion for the growth and perspective of the company.

Hypothesis :

Data Collection:

1. Primary Data:

2. Secondary Data:

Sample Size:
100 respondents.