Training And Development Analysis

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’. (Aswathappa, 2000). “Training is systematic development of the knowledge, skills and attitudes required by an individual to perform adequately a given task or job” (Michel Armstrong, 2001 and Olaniyan & Ojo, 2008). According to the Edwin B Flippo (1984), “Training is the act of increasing knowledge and skills of an employee for doing a particular job.” Training and Developments try to improve employee’s Knowledge and Skills so that employees are better equipped to do his/her present job or to prepare him/herself for a higher position with increased responsibilities (Karuppannan, 2012). Effective design of Training and Development can provide an essential link between an organization’s human resource strategy and overall business strategy by ensuring that the organization’s employees have
However, training and development play a vital role to enhance the effectiveness of an organization (Goldstein and Ford, 2002.). It is one of the most pervasive techniques for improving employees’ performance enhancing organization productivity in the work place (Gupta and Bostrom, 2006). Batool and Batool (2012) remarked that Organizations mostly invests a lot on their human capital to fulfill their training needs and improve their skills generally by organizing training programs/modules to make their competencies in accordance with the needs of changing world which finally contributes to gain the competitive