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

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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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