management information system
Researcher’s world Journal of Arts, Science & Commerce ■E-ISSN2229-4686■ISSN2231-4172
LITERATURE REVIEW:
TRAINING AND DEVELOPMENT:
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) According to the Edwin B Flippo, “Training is the act of increasing knowledge and skills of an employee for doing a particular job.”(Source: Personnel Management, McGraw Hill; 6th Edition, 1984)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)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 ensure 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
LITERATURE REVIEW:
TRAINING AND DEVELOPMENT:
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) According to the Edwin B Flippo, “Training is the act of increasing knowledge and skills of an employee for doing a particular job.”(Source: Personnel Management, McGraw Hill; 6th Edition, 1984)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)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 ensure 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
References: [1]P. Subba Rao (2009), “Essentials of Human Resource management and Industrial Relations” , Himalaya Publication House, 3 RdRevised & Enlarged Edition. [2]Michel Armstrong (2001), “A Handbook of Human Resource Management Practice”, Kogan Page, 8th Editon [3]Mamoria, C. B. (1995), “Personnel Management (Management of Human resources)”, Himalaya Publishing House, Bombay. [4]Chaudhuri, Manodip Ray [5]Dwivedi, R. S. (2001), “Managing Human Resources-Personnel Management in Indian Enterprises”, New Delhi: Galgotia Publishing Company, New Delhi. [6]Aswathappa, K Company Limited, New Delhi. [7]Guna Seelan Rethinam, Maimunah Ismail (2008) “Constructs of Quality of Work Life: A Perspective of Information and Technology Professionals”, Universiti Putra Malaysia, Malaysia