Chapter-1

Introduction:

1.1 Introduction:
In human resource management (HRM) training and development is important aspect
when company wants optimum utilization of their man power. Training and development is
a key for the succession planning of the organization as it helps in improvement of skills like
team management and [Link] training and development activities are vital to
motivate the employee and to increase their productivity. Training and development in HRM
is significant aspect to development a team spirit in the organization.

The study of training and development for any industry. The word training and
development means training aims to improve employee’s current work skill and behavior.
Training a person for a bigger and higher job is development. And this may well include not
only imparting specific skills and knowledge but also inculcating certain personality and
mental attitudes. In a rapidly changing society, employee training and development are not
only an activity that is desirable but also an activity that organization must commit resources
to if it is to maintain a viable and knowledgeable work force.

Training and development are play and vital role to develop business performance in the
effective manner. It is through complete all the works and activities in the effective and
systematic manner that helps to achieve objectives and goals of the [Link] is includes
formal class room sessions, on-the –job training, e-learning, workshops, seminars, and more,
depending on the learning objectives organizational needs. They align employee skills with
organization goals, foster innovation and adaptability, and prepare employees for future
challenges.

Assessing the effectiveness of training programs is crucial to ensure they meet objectives
and provide a return on investment .encouraging a culture of learning where employees
continuously updates their skills ensures the organization remains competitive in a rapidly
evolving market.
1.2 Review of literature:
 Gopal (2018) examined the role of training in an organization and explored the training
practices used by the Indian organizations for the effective utilization of work force. They
have selected four organizations for the study of the particular problem. That companies
are Aditya Birla group, Infosys, syndicate bank and Essar Corporation University.
 [Link] (2014), analyzed the existing policies practiced in co-operative banks to
appraise the level of employees about HRD practice particularly training and
development and reward and recognition of employees. In the present study data has been
collected by adopting simple random sampling technique using a structured questionnaire
via in depth personal interview from 30 employees at different managerial level working
in 16 large banks p in Pune region
 [Link] (2014), examined the training activities carried out at various industrial
units at Pimpri Chinchwad municipal corporation area of Maharashtra. Also an attempt
was made to understand the impact of training programs on employee’s performance. It
was observed that training was not considered as an integral part of management, while
selecting external trainers proper care needs to be taken. That he has a follow of such
training activities and training has to be made a compulsory so as to update employee
skills and enhance their performance.
 Anupriya Singh (2013), studied the relationship between training practice and
organization performance in small and medium size enterprises (SMES) the study tried to
investigate the relationships between the training program and their effects on the
business performance of SMES. The study revealed that firms with sophisticated training
systems and string support from top management towards training are highly successful
in maximizing the effectiveness of training programs.
 A Shridhar Raj(2012), examined the training and development practiced in Maharashtra
state Electricity board and measured the impact of training and development programs on
the employees” competencies. The study concludes that employees training policies.
Programs and strategies adopted by MSEB have been instrumental in enhancing the
competencies commitment and contribution of employees in overall development
 A Shrivastava And P Purang (2011), examined whether the training and development
programs which are designed to meet the changing environment are actually up to the
 marker as per the quality requirements of changed situation. She is of the opinion that the
training institutes must try to recognize the intimate relationship between management
training philosophy principles and practices and the training modules so that there is no
mismatch between what to impart in training sessions and the job requirements.
 Vaishali Nagar (2009), the study concluded that training enables employees to gain
better understanding of the assigned job and this will enhance their skill and knowledge.
Extensive training provides the continuous development and act as a driving force form
the job effectively. The study also suggests the ways and means by which the selected co-
operative banks can improve their work performance.
 Ayaz Khaan (2008), have opined that training and development plays a very important
role in taking the organization towards its expected destination. It is concluded that due to
the advancement in modern world investment in employee training and development
becomes inevitable. The organization should train and retrain all the staff in the form of
workshops, conferences, seminars, etc. so as to achieve organizational effectiveness.
 S.K and Banerjee, S. (2000), A study on “HRD strategies at various levels in
construction organization” by Singh,), reveals that construction is the second largest
economic activity in India, and accounts for half of the nation’s investment or
development. In this article the authors briefly discuss the HRD strategies at various
levels in construction organization. Many sectors of the construction industry are in
urgent need of technological up gradation.
 Wagner S (2000) in this study on “Employees Speak out on Job Training: Findings of
new Nationwide Study,” highlighted employees development programs are experiencing
higher employees satisfaction with lower turnover rates although salary and benefits play
a role in recruiting and retaining employees, people are also looking for opportunities to
learn new things The challenge of new responsibilities, and the prospect of personal and
professional growth. The Gallup organization found that employee satisfaction and
retention are high when a company is willing to train its workers.
 Another study by L. Holladay, Jennifer L. Knight, Danielle L. Paige, & Miguel A.
(2002): investigated how the effects of Training, Course title, Training content, Training
assignment, and Gender influence participant’s attitudes in this study. They have found
that women were influenced by the training content and not by the organization standing.
  Natarajan and Depose (2002) made a study on “Training climate in the burn standard
company limited, Salem”, a public sector on undertaking. A prepared questionnaire was
distributed to 145 employees at random. This result shows that training climate in the
organization appears to be at an average level of (50%). There is a good deal of scope.
 A number of studies, including one conducted by the Australian National Training
Authority (2001),have found that skills and training produce the best results, where
training is a part of an overall business strategy. This is supported by Knuckle and
Johnston (2002) in New Zealand, where a survey of business identified a high proportion
of “leaders” engaging in training compared with “lagers”. This concept also underpins
the “investors on people” standard in the UK

1.3 Need For The Study:

Checking of training effectiveness is very necessary in every industry as the study of
training effectiveness will tell us the exact result what we have achieved from the training
know. A also to measure the return of which we have invested for the training. To ensure
that the trainee is really help full in the training. They are providing development
opportunities to numbers of un employed people. But unfortunately today the financial
performance of majority of industries is not good which leads them towards sickness.

1.4 Statement of Problem:

Training managers are always hard pressed to prove effectiveness of the training programs
they conduct. Organization are under pressure to justify various expenses the training in
budget is often, not exempted from this purview. There are a number of questions raised on
value derived from training programs both directly and indirectly. Business heads and
training managers are under pressure to prove effectiveness of training. So there is need for
every organization to evaluate the effectiveness of training provided it employees.

1.5 Objective of the Study:

 To study the training facilities given by Allied Founders Pvt. Ltd Belagavi to its
employees.
 To study the effectiveness of training in overall development of skills and knowledge of
workforce.
 To know the impact of training on employees.
  To know the new strategies of training and development in The Allied Founders Pvt.
Ltd. Belagavi.
 To know the employees satisfaction towards training and development facilities provided
by the company.
 To find and give some suggestions if necessary to improve the training and development
strategies in the company.

1.6 Scope of the Study:

The scope of this study is to know the training and development facilities provided by The
Allied Founders Pvt. Ltd. Belagavi”. And understand the effectiveness of that training
programs, and also to help the management to take appropriate decisions regarding
employee training and Development.

1.7 Research Methodology:

Without a proper method of research there is no any study completes. The level of a
systematic research depends upon the identifying of problem, reviving of existing studies,
collection of data and observation the existing conditions and giving the conclusion. So to
complete the study the data is very much necessary, and the data required for the study are
collected from the various sources. That data is classified mainly in two types.
 Primary Data: The primary data collected through survey method on employee and
interview schedules personal observations made by researcher and well-structured
questionnaire method. The questionnaire is based on various aspects of training and
development of the employees.
Ex:
 .
 .

 Secondary Data: Secondary data consist of readily available information on various
authentic digital labs, books. And also data was collected wherever necessary from,
annual report and other office records of a study of training and development the of
The Allied Founders Pvt. Ltd. Belagavi. Classification and interpretation of data
and at the end formation and generalization
Ex:
 Company Accounts.(HR Department)
 News papers
 Text Books
 Journals
 Magazines