TRAINING AND DEVERLOPMENT INTHE ORGANIZATION

                                                                      
TRAINING AND DEVELOPMENT ,

                                                               is a subsystem of an organization. It ensures that randomness is reduced and learning or behavioral change takes place in structured format.

 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.

 Modern Approach - training and development is Organizations have realized the importance of corporate training. Training is now considered as more of retention tool than a cost. The training system inIndustry has been changed to create a smarter workforce and yield the best results.

TRAINING AND DEVELOPMENT OBJECTIVES,

                               Human resources are a term with which many organizations describe the combination of traditionally administrative personnel functions with performance, Employee Relations and resource planning.

The field draws upon concepts developed in Industrial/Organizational Psychology. Human resources have at least two related interpretations depending on context. The original usage derives from political economy and economics, where it was traditionally called labor, one of four factors of production.

                                                          The more common usage within corporations and businesses refers to the individuals within the firm, and to the portion of the firm's organization that deals with hiring, firing, training, and other personnel issues.

The objective of Human Resources is to maximize the return on investment from the organization's human capital and minimize financial risk. It is the responsibility of human resource managers to conduct these activities in an effective, legal, fair, and consistent manner.

Human resource management serves these key functions:

         Selection

         Training and Development

         Performance Evaluation and Management

         Promotions

         Redundancy

         Industrial and Employee Relations

         Record keeping of all personal data.

         Compensation, pensions, bonuses etc in liaison with Payroll

         Career development

The principal objective of training and development division is to make sure the availability of a skilled and willing workforce to an organization. In addition to that, there are four other objectives:

1. Individual, 
2. Organizational, 
3. Functional, 
4. Societal. 

• Functional Objective – maintain the department’s contribution at a level suitable to the organization’s needs.
• Societal Objectives            – ensure that an organization is ethically and socially responsible to the needs and challenges of the society.
• Individual Objectives         – help employees in achieving their personal goals, which in turn, enhances the individual  contribution to an organization
•  Organizational Objectives – assist the organization with its primary objective by bringing individual effectiveness.