Page 15 - DMGT518_TRAINING_AND_DEVELOPMENT_SYSTEM

Training and Development System

Notes
introduced to their supervisor, and told to start. It concerns Borkar that many new TAOs
complain for several months about being uncomfortable in their jobs, complaints from
supervisors that it usually takes ninety days for a new TAOs to be fully competent, and
that part of the 30 percent turnover may be due to inadequate TAO Training.
Question:
1. Do you think training is needed here? If you were Borkar, would you want to do
anything that would be better answer to this question?
2. If Borkar did request the implementation of a training programme, what do you
think the programme should include?

1.5 Summary

 Training is an organised procedure which brings about a semi-permanent change in
behaviour, for a definite purpose.
 The three main areas involved are skills, knowledge and attitudes.

 The significant objectives of training includes Meeting manpower needs, Reduced learning
time, Improved performance, Reduced wastage, Less absenteeism and Fewer accidents.
 The beneficiaries of training are Organization, Employees, Personnel and human relations.

 All the industrial organisations realised the importance of training their employees for
better production and for improved productivity.
 With the introduction of computers there is a need for training, retraining and redeploying
employees in industrial establishments.
 The role of Trainer and the trainee is the most important for the success of any training
programme, The trainee is a major stakeholder in a training programme.
 Training is influenced by trends in other disciplines, demographics, politics, technology
and a number of other domains.

 Training and development professionals need to consider their beliefs about HRD’s role
in a global context, particularly if their individual focus has been more local or national.

1.6 Keywords

Development: The activity that focuses upon the activities that the organization employing the
individual, or that the individual is part of, may partake in the future, and is almost impossible
to evaluate.

Education: Education is the process of increasing the general knowledge and understanding of
employees.
Knowledge: It is a familiarity with someone or something, which can include information, facts,
descriptions, and/or skills acquired through experience or education.
Skill: A skill is the learned capacity to carry out predetermined results often with the minimum
outlay of time, energy, or both.
Training: Training is an organised procedure which brings about a semi-permanent change in
behaviour, for a definite purpose and focus upon the job that an individual currently holds.

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