SYNOPSIS

TRAINING & DEVELOPMENT

INTRODUCTION In the Present competitive and dynamic environment, it has become essential for organization to build and sustain competencies that would provide them sustainable competitive advantage. Dynamic and growth-oriented organizations recognize training as an important aspect of the managerial functions in a rapidly changing economic and social environment. Every organization needs well-adjusted, trained, and experienced people to perform its activities. As jobs in todays dynamic organizations have become more complex, the importance of employee training has increased. MEANING: Training refers to the teaching/learning carried on for the primary purpose of helping members of all origin to acquire and apply the knowledge, skill, abilities and attitudes needed by that organization. Training is the short- term process utilizing a systematic and organized procedure by which non managerial personnel learn technical knowledge and skills for a definite purpose. Training enables employees to develop and rise with in the organization and increase their Market Value earning capacity and job security. Training is the act of increasing the knowledge and skills of an employee for doing a particular job. In other words, training improves, changes, moulds the employees knowledge, skill, behaviour, aptitude and attitude towards the requirement of the job and organization. Thus, training bridges the difference between job requirement and employees present.

TRAINING v/s DEVELOPMENT Managers use the term Training and Development interchangeably. However, there are some differences between them. Training is often referred to as importing specific skills and behavior. The specificity is in terms of learning a specific course content or skill like a computer language, machine operations, playing tennis, etc. The focus is on 1

improvement in performance after training along with a perceptible behavioral change. Training often caters to organizational needs. The training programme may be prompted of certain changes present or anticipated in the structure and processes of organizations. Hence, the impact of training may be experienced and assessed by organization immediately. Usually administrative, supervisory, and technical workforce may be exposed to training programmes. Development on the other hand is holistic, often aiming at overall personality development. The content of a development programme includes conceptual or theoretical inputs, perspective strategic thinking or focusing on behavioral aspects such as leadership skills, managing teams, groups, etc. The intent is to provide training in non technical areas of problem solving, decision making, people skills, etc.

PURPOSE OF TRAINING AND DEVELOPMENT Creating a pool of readily available and adequate replacements for personnel who may leave or move up in the organization. Enhancing the companys ability to adopt and use advances in technology because of highly knowledgeable staff. Building a more efficient, effective and highly motivated team, which enhances the companys competitive position and improves employee morale. Ensuring adequate human resources for expansion into new programmes.

NEED AND IMPORTANCE OF TRAINING Training is mainly job-oriented; it aims at maintaining and improving current job performance. The need for a training programme may arise due to the following.

Entry of New Recruits : New entrants need training to attain clarity in job responsibility, nature of the job, and other organizational matters so that personhours are not wasted

Promotions: Preparation of employees for higher level jobs like promotions requires skill up gradation and Competency building.

To Prevent Skill Obsolescence : Training and Development programmes foster the initiative and creativity of employees and help to prevent obsolescence of skills, which may be due to employees age, temperament, motivation, inability to adapt to technological changes.

To increase Quality: With globalization, increased competitiveness has resulted in greater emphasis on producing or delivering quality goods and services. Hence training in quality maintenance and quality management becomes essential.

To Increase productivity: Instructions can help employees increase their level of performance on their present assignment. Increases human performance often leads to increased operational productivity and increased company profit.

To meet organizational objectives: Future Organizational goals, plans dictate training of its existing workforce, particularly, where there is dearth of skills to match the needs of organizational plans.

To support personal growth and development: Employees gain a lot by training and development programmes. Management development programmes seem to give participants a wider awareness, improved skills, and enlightened artistic philosophy and make enhanced personal growth possible.

NEED FOR THE STUDY:This project was done in MORE SUPPER MARKET, RK Puram, LB Nagar, Hyderabad, to know how Training and Development effects in organization growth, and employees personal development in the More supper market. Employees being the main source for production, the success of an organization depends on its employees. Since employees contribution plays a significant role in shaping modern organization. It is the duty of an organization to care of its employees skill, abilities and performance and develop them in a more prospective way for the development of the employees which indirectly contributes to the organization. Employees can develop their performance only when they are given training in particular skills which they are lacking.

OBJECTIVES OF THE STUDY: To study and evaluate the essence of training program. To know how often training programs are conducted & maintaining the records. To know the training methods given for employees. To know the performance level of employees after training. To know the guidance given by trainers while training. To know how training helps in understanding and carrying out organizational

policies.

SCOPE OF THE STUDY

The management of man is very important and challenging job important because it is a job, not of a managing a man. No two persons are similar in mental abilities, traditions, sentiments and behaviour.

People are responsive they feel, think and act, therefore they cannot be operated like a machine or shifted and altered like a template in room layout. They need a fact file handling by management for is makes employees more effective and productive.