Introduction:

Definitions of Training and Development - Human Resources

Training is defined as follows by many expertise and literature. “It is concerned with the

knowledge, skill attitude, techniques & experiences which enable as individual to make his

career bright.

TRAINING

Training is concerned with imparting developing specific skills for a particular purpose Training

is the act of increasing the skills of employees for doing a particular job. Training is the process

of learning a sequence of programmed behavior. In earlier practice, training programmed

focused more on preparation for improved performance in particular job. Most of the trainees

used to be from operative levels like mechanics, machines operators and other kinds of skilled

workers. When the problems of supervision increased, the step was taken to train supervisors for

better supervision.

DEVELOPMENT

Management development is all those activities and program when recognized and controlled

have substantial influence in changing the capacity of the individual to perform his assignment

better and in going so all likely to increase his potential for future assignments. Thus,

management development is a combination of various training program, though some kind of

training is necessary, it is the overall development of the competency of managerial personal in

the light of the present requirement as well as the future requirement. Development an activity

designed to improve the performance of existing managers and to provide for a planned growth

of managers to meet future organizational requirements is management development.

Management development is based on following on assumptions.

1. Management development is a continuous process. It is not one shot program but continues

though out the career of a manager.

2. Management development is any kind of learning, is based on the assumption that there,

always existing a gap between an individual’s performance and his potential for the performance.

3. Management development seldom takes place in completely peaceful and relaxed atmosphere.

4. Management development requires clear setting of goals.

5. Management development required conducive environment.

Training Need Identification for a company

Introduction

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: -

· To pinpoint if training will make a difference in productivity and the bottom line.

· To decide what specific training each employee needs and what will improve his or her job

performance.

· 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

(ITN), 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, and 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.

1.1 Objectives of the study:

This project work characterizes to evaluate the training programs that are conducted at

Hyderabad Division of Semaphore It Solutions. The objectives of the study are as follows.

To study the training programs taken up currently by the organization.

To analyze the procedure presently followed in planning and conduct of training

programs at Semaphore It Solutions.

To evaluate the training management programs.

To analyze how the training needs of the employees are identified.

To evaluate the feedback system followed presently.

To identify and suggest measures for the improvement of the training programs

1.2 NEED OF THE STUDY

A program of training becomes essential for the purpose of meeting the specific

problems of particular organization arising out of the introduction of new limes of production,

changes in design, the demands of competition and economy. The quality of material processed

individual adjustments, promotions, carrier developments job and personnel changes and

changes in volume of business. Collectively these purposes of organizational training programs

enhance overall effectiveness. The need for the training of employees would be clear from the set

objectives.

1.3 SCOPE OF STUDY

In this project I have tried to present details about the training and development programs

being presently followed in Semaphore It Solutions and the feedback, I collected from different

employees during my interaction with them.

The scope of training and development can be explained with the help of following points -

Exact position of performance of employees through their feedback

Development of the employees through various training and development programs.

Developing altered of unbiased treatment to all employees.

1.4 Research Methodology

To design this project report, a through literature survey was conducted which included

detailed study of books and journals available on the subject.

Based on this survey, a questionnaire was prepared to evaluate training and development

programs. The research also included few personal interviews with the trainees as well as the

trainers who gave an insight into the various training programs conducted to gain practical view

of the programs.

The questionnaires were administered to 50 executives and workers who had undergone

training. The questionnaires consisted of 31 questions out of which 5 questions were based on

employee profile, and 26 were based training and development.

1.5 LIMITAIONS OF THE STUDY

The company under study being a very large organization with large number of

employees, all of them could not be contacted for views and opinions on the topic

“TRAINING AND DEVELOPEMENT”.

Wing to the paucity of time the questionnaires could be distributed only to a limited

number of employees. Therefore the findings of the study neither may nor be 100%

accurate.