Post on 22-Sep-2014
A STUDY ON NEED FOR EFFECTIVE TRAINING
With special reference to
SNA OUSHADASALA PVT LTD, THRISSUR
PROJECT REPORT
In partial fulfilment of the
Requirements for the award of degree of
MASTER OF BUSINESS ADMINISTRATION
Submitted to the University of Calicut
Submitted by
PRIYA A.J
(Reg. No. EJAKMBA 028)
Under the Guidance of
DR.V.A SONNY,Mcom Phd
Principal
ELIJAH INSTITUTE OF MANAGEMENT STUDIES
THRISSUR
ELIJAH INSTITUTE OF MANAGEMENT STUDIES
THRISSUR
(Affiliated to University of Calicut)
CERTIFICATE FROM THE COLLEGE
This is to certify that the project report titled “A STUDY ON NEED FOR EFFECTIVE
TRAINING with special reference to, SNA OUSHADASALA PVT LTD, THRISSUR”,
submitted in partial fulfilment of the requirements for the award of Degree of Master of
Business Administration of University of Calicut was carried out by PRIYA A.J.
Dr. V.A SONNY
PRINCIPAL
CERTIFICATE FROM THE GUIDE
This is to certify that the project report entitled “A STUDY ON NEED FOR EFFECTIVE
TRAINING” with special reference to, SNA OUSHADASALA PVT LTD, THRISSUR”,
Submitted in partial fulfilment of the requirements for the award of degree of master of
business Administration of University of Calicut was carried out by PRIYA A.J under my
guidance.
DR.V.A SONNY,Mcom Phd
Principal
DECLARATION
I,PRIYA A.J declare that the project entitled “ A STUDY ON NEED FOR EFFECTIVE
TRAINING “ with special reference to, SNA OUSHADASALA PVT LTD,THRISSUR
submitted to University of Calicut in partial fulfilment of the requirement for the award of the
degree of Master of Business Administration is a record of original project work done by the
able guidance of DR.V.A SONNY (Principal).I further declare that this project report has not
been submitted to any other university/institution/board for award of any degree/diploma.
PRIYA A.J
ACKNOWLEDGEMENT
I would like to express my sincere gratitude to all the people who were involved,
directly and indirectly in the successful completion of this project.
First and foremost let me sincerely thank Almighty for making me capable of
completing my project work successfully and on time.
Next I wish to express my hearty gratitude to our respected principal, DR.V.A SONNY
for providing the permission in taking up this project work.
I am extremely thankful to Mr.GEO PAUL (M.B.A, M.COM, Ph.D), Head of the
department of management studies, for the active and patient support forwarded to me in
respect of this project.
I am very grateful to Mr.V.A SONNY (Principal), project guide, for his continuous,
valuable and timely motivation without which the project would not have been efficiently
completed.
I render my whole hearted thanks to all the other respected faculties of the
management department, librarian, lab technician and all other office staff for their assistance
and cooperation given to me in regard to this work.
I express my gratitude towards Mrs Anjanadevi Account’s head, at SNA Pvt Ltd,
THRISSUR for the valuable help rendered to me by providing the necessary information,
materials and cooperation for the preparation of this project work.
My sincere gratitude towards all the staffs of SNA PVT LTD, THRISSUR for the
cooperation they rendered throughout my project. I would also like to thank the security
officials at SNA OUSHADASALA, for their support. Last but not the least; I would like to
thank my parents and friends for providing moral support during the venture.
PRIYA A.J
TABLE OF CONTENTS
CHAPTER NO: TITLE PAGE NO:
CHAPTER I
1.1 Introduction
1.2 Research Problem
1.3 Significance of the study
1.4 Scope of the study
1.5 Objectives of the study
1.6 Research Methodology
1.7 Limitations of the study
1-8
CHAPTER II Literature Review 9-15
CHAPTER III
3.1 Industry Profile
3.2 Company Profile
3.2.1 Department Profile
3.2.2 Product Profile
3.2.3 Organization Chart
16-22
CHAPTER IV 4.1 Data Analysis & Interpretation 23-41
CHAPTER V
5.1 Summary
5.2 Findings
5.3 Suggestions
5.4 Conclusion
5.5 Scope for further research
42-47
Appendix
Bibliography
LIST OF TABLES
Table no Particulars Page no
4.1.1 Rating about participation of training programme 23
4.1.2 Different types of training programmes participated by the employees 24
4.1.3 Rating about likes of training programme 25
4.1.4 Rating about training is well planned 26
4.1.5 Rating about the training programmes have sufficient duration 27
4.1.6 Objectives of training programmes are matched with training needs 28
4.1.7 Opinion about training needs are identified 29
4.1.8 Opinion about able to discover hidden potentials through training 30
4.1.9 The training methods are relevant and have good quality 31
4.1.10 Trainers had sufficient knowledge 32
4.1.11 Implement the skills acquired through training in practical work
situations
33
4.1.12 Training programmes help to increase knowledge on duties 34
4.1.13 The level of increase in productivity after training 35
4.1.14 Training helps for easy adaptability of jobs 36
4.1.15 The most effective method of training 37
4.1.16 Provide better customer service after training 38
4.1.17 Feedback session is effective to improve training programme 39
4.1.18 Satisfaction level of the performance evaluation after training 40
4.1.19 Training helps to overcome weakness of employees 41
LIST OF CHARTS
Table no Particulars Page no
4.1.1 Rating about participation of training programme 23
4.1.2 Different types of training programmes participated by the employees 24
4.1.3 Rating about likes of training programme 25
4.1.4 Rating about training is well planned 26
4.1.5 Rating about the training programmes have sufficient duration 27
4.1.6 Objectives of training programmes are matched with training needs 28
4.1.7 Opinion about training needs are identified 29
4.1.8 Opinion about able to discover hidden potentials through training 30
4.1.9 The training methods are relevant and have good quality 31
4.1.10 Trainers had sufficient knowledge 32
4.1.11 Implement the skills acquired through training in practical work situations 33
4.1.12 Training programmes help to increase knowledge on duties 34
4.1.13 The level of increase in productivity after training 35
4.1.14 Training helps for easy adaptability of jobs 36
4.1.15 The most effective method of training 37
4.1.16 Provide better customer service after training 38
4.1.17 Feedback session is effective to improve training programme 39
4.1.18 Satisfaction level of the performance evaluation after training 40
4.1.19 Training helps to overcome weakness of employees 41
ABSTRACT
Training is the aspect that is really essential in the organization. It plays a major role
in the organization as all the process has to be done with a lot of skill and accuracy and these
can be got by the way of good training and development programmes.
The efficiency and effectiveness of an organization depends on how capable
personnel are and how effectively they are utilized for achieving organization objectives.
Capability of a person depends on how much skills he has developed. Skill development
involves learning which is sort of enduring change behavior.
The study is to evaluate the need for effective training in SNA Oushadasala Pvt
Ltd,Thrissur.It was started as a small manufacturing unit producing ayurvedic
medicines.Later on it extended its service to other Ashtavaidyas and it widened its area of
operations to other parts of the state. SNA has the most modern manufacturing unit with a
dedicated and a well trained work force. The production unit is a combination of traditional
techniques and modern technologies.
During the project researcher has to identify some problem associated with study.
what are the training needs of the organization, how the training is done, what are the
employees problems while facing training, how the whole organization works. The research
is being done in order to get a proper solution to these problems.
The researcher found that most of the employees are participated in the training
programmes and have a good opinion about training. The training is most effective to the
employees to find out their hidden potentials and help them to increase productivity. Training
helps them to provide better customer service.
CHAPTER - 1
1.1 INTRODUCTION
1.2 RESEARCH PROBLEM
1.3 SIGNIFICANCE OF THE STUDY
1.4 OBJECTIVES OF THE STUDY
1.5 RESEARCH METHODOLOGY
1.1 INTRODUCTION
Indian industry is waking up to the challenges thrown in by market economy.
To survive in this highly competitive scenario, managers are being pressurized to improve
quality, increase productivity, cut down waste and eliminate inefficiency. The collective
efforts of the employer and the employee assume relevance in this context .And this is where
human resource management can play crucial role.
Human Resource Management (H.R.M) is management functions
that helps manager’s recruit, select, train and develop members for an organization.
Obviously, HRM is concerned with the people’s dimension in organization. Since every
organization is made up of people, acquiring their services, developing their skills,
motivating them to higher levels of performance and ensuring that they continue
organizational objectives. This is true regardless of the type of organization –Government,
Business, education, health or recreation. Thus, HRM refers to a set of programmes,
functions & activities designed and carried out in order to maximize both employee as well as
organizational effectiveness.
Training can be defined as a learning process in which people acquire
knowledge (K), skills(S), experience (E), and attitudes (A) that they need in order to perform
their jobs well for the achievement of organisational goals (Mathis and Jackson). A survey of
the literature shows that T&D are variously defined in a narrow as well as in a broad sense.
For example Jackson and Schuler refers to training as the act of improving competencies
needed today or in the future while development refers to improving competencies over the
long term. Matthews argues that training is concerned with providing an individual with the
opportunity to learn what he/she needs in order to do their job more effectively. Also
management training is considered to be a process of enhancing an employee’s capacity to
handle greater responsibilities successfully (Singh and Vinnicombe).
ABOUT THE COMPANY
SNA Oushadhasala was started way back in 1920. It was established by the great Ayurvedic
Physician Thrissur Thaikat Unnimooss in the memory of his father Thrissur Thaikat
Narayanan Mooss. Unni Mooss entered into ayurvedic medicines manufacturing at a young
age of 20. When the manufacturing of ayurvedic medicines on a commercial basis was not
very common. He proved to be a good physician before he died at a young age of 27.
It was started as a small manufacturing unit producing ayurvedic medicines.Later on it
extended its service to other Ashtavaidyas and it widened its area of operations to other parts
of the state.SNA faced discourage in the pre independence periods and emerged as one of the
best in ayurveda.
Ashtavaidyan P.T Narayana Mooss took over the chairmanship when SNA was in its infancy.
SNA’s medicines and other services are now having a global acceptance. Today SNA has
more than 10 BRANCHES and a wide network of agencies and sales executives in every
corner of the state and other parts of the country.SNA has the most modern manufacturing
unit with a dedicated and a well trained work force. The production unit is a combination of
traditional techniques and modern technologies.
SNA Oushadasala received the GMP (GOOD MANUFACTURING PRACTICE)
certification for the good quality products of international standard. The preparations of
medicines are done under the supervision of Ashtavaidyas and laboratorial tests are carried
out by the quality control department for the medicines. All the medicines are manufactured
and packed in the most hygienic conditions.
With the help of the well balanced bunch of experienced and qualified team
leaders and workers in every department, SNA is catering to the needs of the society with
quality medicines and services. With the present Chairman and Managing Director DR.
P.T.N Vasudevan mooss, SNA is marching forward with a mission of achieving “Loka
Samastha Sukino Bhavanthu” which means let everybody feel good.
SNA Oushadasala has the unique opportunity of having several Ashtavaidyas like Vayaskara
Mooss, Pulamanthol Mooss, Kuttencheri Mooss and Alathiyur Nambis. Kuttencheri Mooss
formulated many medicines which were found out to be very effective.SNA Oushadasala is
one of the oldest ayurvedic manufactures in kerala.it has completed 90 years of sevice in
2010.SNA Ouashadasala which was proprietary concern was converted in to private Ltd
company in july 2000 with a view to enlarge the area of operation.
FUNCTIONING OF SNA OUSHADASALA.
SNA Oushadasala as most of the other Oushadasalas follows a traditional approach which is
carried on by generations. It has two production units at Thrissur one in the main unit itself
and other at Arimpur. The two factories a headed by the factory manager who checks the
overall production. The products are produced, packed and labelled in the main location. The
finished products are then stored in the main unit till it is dispatched to the other branches and
agencies. They have traditional products, classical products and patented products. Patented
products are produced according to the Drugs and cosmetics act of india. The software called
ayurware is used by SNA Oushadasala which has whole details about the production sales
etc. This software shows level at which the new production needs to start. SNA Oushadasala
produces products which are GMP certified. They have a quality testing room from where the
quality of the products is tested and a sample of the products is stored till its expiry. It is done
so to have a future check if any complain arises. SNA Oushadasala does not compromise on
the quality of the products as it gives the 1st preference to the quality of the products. The
sales promotion activities undertaken by SNA Oushadasala are articles in newspapers and
magazines & seminars to agencies doctors and customers. SNA Oushadasala sells its
products inside and outside Kerala and also outside India. The products are sold by owned
agencies, doctors, other agencies and SNA nursing home.The sales target is fixed by SNA
Oushadasala and target is distributed to the sales executives.SNA Oushadasala Thrissur has 3
vehicles which run in 10 different routes throughout the month. This ensures that the products
are delivered on time without any delay.SNA Oushadasala gets its feedback from customers
through doctors and the agencies in the annual meet conducted by SNA Oushadasala .if there
is any mistake in production or the quality then the product are tested in the quality test room
of SNA Oushadasala and are taken back. New product is launched after getting the drug
license and passing the clinical test by the government. Products are produced according to
the suggestions from doctors and agents. The honest and committed staffs and supportive
management constitutes the backbone of SNA Oushadasala.
1.2 RESEARCH PROBLEM
In todays, rapidly changing business environment, organizations are
concerned about competition, the quality of their products and services and operating more
effectively. Gaining the cooperation and active involvement of employees is critical to an
organization success. Providing them with a clear sense of how their activities and
assignments are connected with organization, missions and goals facilitates such
involvement. It is management’s role to provide.
During the project researcher has to identify some problem associated with
study. What are the training needs of the organisation, how the training is done, what are the
employees problems while facing training, how the whole organisation works. The research
is being done in order to get a proper solution to these problems.
All the employees should be properly trained and motivated well to do their
work effectively. Only if they are properly trained they can perform to their best. As training
is the most crucial element in this organisation the main problem under the study is focussed
on the training. Training is the process of increasing the knowledge and skills for doing a
particular job. It is an organised procedure by which people learn knowledge and skill for a
definite purpose. Training is a systematic programme of the organisation which aims at
increasing the aptitude, skill and abilities of the workers to perform a specific job.
Training is a learning experience, in that it seeks a relatively permanent change in an
individual which will improve his (or) her ability to perform on the job. We typically say
training can change the skill, knowledge, attitude, and social behaviour. It means changing
what employees know, how they work, their attitude towards their work or their interaction
with their co-workers, or their supervisors. The expected result of training programme higher
productivity. Training helps to improve the level of performance. Trained employees perform
better by using better method of work.
What is the need for effective training and development in SNA Oushadhasala Pvt. Ltd.?
1.3 SIGNIFICANCE OF TRAINING AND DEVELOPMENT
The efficiency and effectiveness of an organisation depends on how capable personnel are
and how effectively they are utilized for achieving organization objectives capability of a
person depends on how much skills he has developed. Skill development involves learning
which is sort of enduring change behaviour. This learning emerges out of one’s experience,
education, training, and development programmes being conducted in the organization. It
plays a major role in the organization as all the process has to be done with a lot of skill and
accuracy and these can be got by the way of good training and development programmes.
The term training refers to the acquisition of knowledge, skills and competencies as a
result of the teaching of vocational or practical skills and knowledge that relate to specific
useful competencies. It forms the core of apprenticeships and provides the backbone of
content at institutes of technology. In addition to the basic training required for a trade,
occupation or profession, observes of the labour market recognize today the need to continue
training beyond initial qualification to maintain upgrade and update skills throughout
working life. People within many professions and occupations may refer to this sort of
training as professional development.
Training is crucial for organisational development and success. It is fruitful to both
employers and employees of an organisation. An employee will become more efficient and
productive if he is trained well.
The study helps to know need for effective training in the organisations. It helps to gain a
thorough knowledge on the organisation as a whole. It is helpful in understanding the
departments of the organisation in a better manner. The study lets the researcher understand
of how the employees feel on the various training and development programmes being done
in the organisation. The study helps to know different types of training programmes
conducted in the organisation and give a thorough knowledge about trainers. It is helps to
know about feedback session and performance evaluation after training programmes.
• Optimum Utilization of Human Resources
• Development of Human Resource
• Development of skills of employees.
• Productivity
• Team spirit
• Quality of work
• Healthy work-environment
• Profitability
• Training and Development aids in organizational development i.e. Organization gets more
effective decision making and problem solving. It helps in understanding and carrying out
organisational policies
• Training and Development helps in developing leadership skills, motivation, loyalty, better
attitudes, and other aspects that successful workers and managers usually display.
1.4 SCOPE OF STUDY
The scope of the study is to determine the effectiveness of training programmes at
SNA Oushadasala P (LTD) Thrissur. The study is mainly focused on different types of
training programmes and employee’s opinion about training. The study is centred in
analyzing the feedback session. The scope of the study more over lies in finding out the
opinion of employees about various training programmes that undergone in the organisation
in responses taken by 100 employees during a period of 28--days and highlighting the key
areas which require some concern on part of SNA Oushadasala P (LTD) and improving upon
which the company may strengthen its production area. The present study, analysis, findings
and suggestions put forward by me is expected to have immense use for future research with
similar studies in the same concerned area.
The development of any organisation depends on the employees. For organisational
productivity training and development assumes great significance.
The study is conducted to know the level of knowledge and skills given to the
employees in the organization.
This will help the management to know the satisfaction levels of employees and they
can take measures to increase productivity.
1.5 OBJECTIVES OF STUDY
PRIMARY OBJECTIVE
To find out role of SNA in providing effective Training and Development for
employees.
SECONDARY OBJECTIVE
To know whether the training programme is helpful to employees
To identify the employees opinion regarding training programmes
To find out the hidden skills in the employees.
1.6 RESEARCH METHODOLOGY
According to Clifford woody, “Research comprises of defining and redefining problem,
formulating hypothesis or suggested solutions, collecting, organizing and evaluating data,
reaching conclusions to determine whether they fit the formulated hypothesis”.
Research methodology is a way to systematically solve the research problem.
To define any research problem and give a suitable solution for the problem, a sound
research plan is inevitable. Research methodology underlines the various steps involved by
the researcher in systematically solving the problem with the objective of determining
various facts.
Methodology is the way and design of conducting the study. An important aspect
of methodology is the data collection. The primary data was collected, by interacting with
the personnel in the company using questionnaire, collecting details regarding their
departments and observation. Apart from the primary data, secondary data was also
collected from the annual reports of the company, journals, websites etc
Sources of data collection:
Data used for the research has been collected from primary and secondary sources.
Primary source
Primary data are generated when a problem in hand is investigated by the researcher
through personnel interview, surveys, observations, and by using questionnaires –data was
collected through questionnaires and interviews with the employees.
Secondary source:
Secondary data on the other hand includes those data, which are collected from some
earlier research work, company records, commercial magazines and websites etc.
Instruments for primary data collection:
Instruments used for primary data collection is questionnaire and interview.
Data analysis method:
Data are presented in the form of tables,graphs etc.
Sample unit:
SNA Oushadhasala Pvt.Ltd, Thrissur
Sample frame:
All employees in SNA Oushadhasala Pvt.Ltd, Thrissur.
Sample size:
100 Employees in SNA Oushadhasala Pvt. Ltd, Thrissur.
Tools for data collection:
Questionnaire is used for data collection. A pilot study is done by administering a
questionnaire to sample of respondents found out the validation of the study. After the study
company’s manager and the guide was consulted and incorporated the ideas, in the final
questionnaire.
1.7 LIMITATIONS OF THE STUDY
The sample selected may not be the true representation of the population. The sample
size selected for the research study is only 100.
Personal bias and prejudice of the respondents could have affected the result of the
study.
This study is an academic effort and so is limited by, cost and coverage.
CHAPTER 2
REVIEW OF LITERATURE
2. REVIEW OF LITERATURE
Human Resource Management (HRM)
HRM, a relatively new term, that emerged during the 1930s. Many people used to refer
it before by its traditional titles, such as Personnel Administration or Personnel
Management. But now, the trend is changing. It is now termed as Human Resource
Management (HRM). Human Resource Management is a management function that
helps an organization select, recruit, train and. develops.
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 behavioural change takes place in structured
format.
9
Concept
Training is the process of increasing the knowledge and skills for doing a particular job.
It is an organised procedure by which people learn knowledge and skill for a definite
purpose. Training is a systematic programme of the organization which aims at
increasing the aptitude, sill and abilities of the workers to perform a specific job.
Training is a learning experience, in that it seeks a relatively permanent change
in an individual which will improve his (or) her ability to perform on the job. We
typically say training can change the skill, knowledge, attitude and social behaviour. It
means changing what employees know, how they work, their attitude towards their work
or their interaction with their co-workers or their supervisors. The expected result of
training programme higher productivity: Training helps to improve the level of
Performance. Trained employees perform better by using better method of work. Better
quality work: In formal training, the best methods are standardized and taught to
employees perform better by using better method of work. Cost reduction: Trained
employees make more economical use of materials and machinery. Reduction in
wastages and spoilage together with increase in productivity help to minimize cost of
operation per unit. Reduction supervision: Well-trained employees tend to be self reliant
and motivated. The training objectives are designed in accordance with the company
goals and objectives. The general objectives of any training programme are: To
inculcate the basic knowledge and skill to the new entrants and to enable them to
perform their jobs well. To enable the employee to meet the changing requirements of
the job and the organization. To demonstrate the employees the new techniques and
aways of performing the operations.
The term training refers to the acquisition of knowledge, skills
and competencies as a result of the teaching of vocational or practical skills and
knowledge that relate to specific useful competencies. In addition to the basic training
required for a trade, occupation or profession, observers of the labor-market recognize
today the need to continue training beyond initial qualifications: to maintain, upgrade
and update skills throughout working life. People within many professions and
occupations may refer to this sort of training as professional development.
Some commentators use a similar term for workplace learning to improve
10
performance: training and development. One can generally categorize such training
as on-the-job or off-the-job:
On-the-job training takes place in a normal working situation, using the actual tools
equipment, documents or materials that trainees will use when fully trained. On-the-
job training has a general reputation as most effective for vocational work.
Off-the-job training takes place away from normal work situations — implying that
the employee does not count as a directly productive worker while such training
takes place. Off-the-job training has the advantage that it allows people to get away
from work and concentrate more thoroughly on the training itself. This type of
training has proven more effectively in inculcating concepts and ideas.
Training differs from exercise in that people may dabble in exercise as an occasional
activity for fun. Training has specific goals of improving one's capability, capacity
and performance.
2.1.2 Definition
Training is about the acquisition of knowledge, skills, and abilities through professional
development.
2.1.3 Importance of Training
Training is crucial for organizational development and success. It is fruitful
to both employers and employees of an organization. An employee will become more
efficient and productive if he is trained well. Training is given on four basic grounds:
1. New candidates who join an organization are given training. This training
familiarizes them with the organizational mission, vision, rules and regulations
and the working conditions.
2. The existing employees are trained to refresh and enhance their knowledge.
3. If any updations and amendments take place in technology, training is given to
cope up with those changes. For instance, purchasing new equipment, changes in
technique of production, computer implantment. The employees are trained
about use of new equipments and work methods.
4. When promotion and career growth becomes important. Training is given so that
employees are prepared to share the responsibilities of the higher level job.
The benefits of training can be summed up as:
1. Improves morale of employees- Training helps the employee to get job security
and job satisfaction. The more satisfied the employee is and the greater is his
11
morale, the more he will contribute to organizational success and the lesser will
be employee absenteeism and turnover.
2. Less supervision- A well trained employee will be well acquainted with the job
and will need less of supervision. Thus, there will be less wastage of time and
efforts.
3. Fewer accidents- Errors are likely to occur if the employees lack knowledge and
skills required for doing a particular job. The more trained an employee is, the
less are the chances of committing accidents in job and the more proficient the
employee becomes.
4. Chances of promotion- Employees acquire skills and efficiency during training.
They become more eligible for promotion. They become an asset for the
organization.
5. Increased productivity- Training improves efficiency and productivity of
employees. Well trained employees show both quantity and quality performance.
There is less wastage of time, money and resources if employees are properly
training.
Value of training.
1. Although unprepared actions have sometimes accomplished great
feats, it rarely makes sense to rush into action without preparation. People have
scaled mountains without readying themselves, but success is more likely when
one has a plan and the necessary equipment.
2. Training helps us to anticipate crises or problem situations we may
encounter in the actual struggle. It helps us think carefully about the best
response, away from the heat of the battle. It is a place to test strategies and
tactics, to weed out those that will not work and to emphasize those that will.
3. Training confronts people’s fear and anger. People worry that they
may not be able to stay nonviolent in the face of opponents’ hostility. They
worry that they will lose their courage and run away. Or that they will respond to
antagonists with anger or counter-violence. Practicing nonviolent responses to
hostility in training exercises gives people confidence that they can remain
nonviolent even in the face of belligerent opposition in a real conflict situation.
“We made it clear,” said Martin Luther King, “that we would not send anyone
out to demonstrate who had not convinced themselves and us that they could
12
accept and endure violence without retaliating.”
4. Training gives time to think through the many roles that need to be
played and the functions that need to be fulfilled to make a nonviolent campaign
well-organized.
5. Training develops solidarity among participants and confidence in
companions, the organization, and its leadership.
6. Training reminds us of the long history of nonviolent struggle, in all its
many forms, from which we can draw inspiration and strength.
7. Preparation gives time to develop an organizational structure and
leadership based on democratic decision-making, whereas leadership in
unplanned actions tends to go to the most charismatic person or to those seeking
power.
8. Nonviolence training has been an essential part of many of history’s most powerful
nonviolent movements. It is said that Gandhi trained 100,000 Indians in his campaign
against British colonialism. Such training was crucial in the black power civil rights
movement in the U.S. It had a prominent place in the movement against the war in
Vietnam.
Need of training
Increase inefficiency
To help the employees to feel at home quickly
To meet the standard of performance
To give employee more and greater skills
To reduce accidents and spoiled works
Reduce absentees, dissatisfaction, absenteeism and turnover.
Simply hiring and placing employees in jobs does not ensure their success. In fact,
even tenured employees may need training, because of changes in the business
environment. Here are some changes that may signal that current employees need
training:
Introduction of new equipment or processes
A change in the employee's job responsibilities
A drop in an employee's productivity or in the quality of output
An increase in safety violations or accidents
An increased number of questions
13
Complaints by customers or co-workers
Once managers decide that their employees need training, these managers need to
develop clear training goals that outline anticipated results. These managers must also be
able to clearly communicate these goals to employees.
Keep in mind that training is only one response to a performance problem. If the
problem is lack of motivation, a poorly designed job, or an external condition (such as a
family problem), training is not likely to offer much help.
Purpose of training
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 new entrants the basic knowledge and skills they need for an
intelligent performance of a definite job
To prepare employees for higher level tasks
To assist employees to function more effectively in their present position by
exposing them to latest concepts, information and techniques and developing the
skills they will need in their particular fields
To ensure economical output of required quality
TRADITIONAL AND MODERN APPROACH OF TRAINING AND DEVLOPMENT
Traditional Approach – Most of the organizations before never used to believe
in training. They were holding the traditional view that managers are born and not made.
There were also some views that training is a very costly affair and not worth.
Organizations used to believe more in executive pinching. But now the scenario seems
to be changing.
The modern approach of training and development is that Indian Organizations have
realized the importance of corporate training. Training is now considered as more of
retention tool than a cost. The training system in Indian Industry has been changed to
create a smarter workforce and yield the best results.
According to Casse and Banahan (2007), the different approaches to training and
development need to be explored. It has come to their attention by their own preferred
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model and through experience with large Organisations. The current traditional training
continuously facing the challenges in the selection of the employees, in maintaining the
uncertainty related to the purpose and in introducing new tactics for the environment of
work and by recognizing this, they advising on all the problems, which reiterates the
requirement for flexible approach.
Usually the managers have the choice to select the best training and development
programme for their staff but they always have to bear in mind that to increase their
chances of achieve the target they must follow the five points highlighted by Miller and
Desmarais (2007)
According to Davenport (2006), mentioned in his recent studies that it’s easy to
implement strategy with the internet supported software.
Some of the Training theories can be effective immediately on the future of the skill and
developments. The “content” and the “access” are the actual factors for the process. It is
a representation itself by the Access on main aspect what is effective to the adopted
practice in training development. As per the recent theories to access the knowledge is
Changing from substantial in the traditional to deliver the knowledge for the virtual
forms to use the new meaning of information with electronic learning use.
There is a survey confirmation for using classroom to deliver the training would drop
dramatically, (Meister, 2001).
A manager is that what the other members of the organization want them to be because
it is a very popular trend of development training for the managers in the training for the
management (Andersson, 2008, Luo, 2002).Most of the managers seem to reject a
managerial personality in support of the other truth for themselves (Costas and Fleming,
2009).
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