TRAINING

Training is concerned with imparting developing specific skills for a particular purpose. Training is the act of increasing the skills of an employee 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.

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 organizations 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
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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, 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 opportunities

Process of Training:-

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DEVELOPMENT
Management development is all those activities and programme 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 programmed, 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 programme 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 individuals 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.

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Process of Development:-

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Importance of training and development in Indian corporate sector:1. Optimum Utilization of Human Resources Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals. 2. Development of Human Resources Training and Development helps to provide an opportunity and broad structure for the development of human resources technical and behavioral skills in an organization. It also helps the employees in attaining personal growth.

3. Development of skills of employees Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of human intellect and an overall personality of the employees. 4. Productivity Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal. 5. Team spirit Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees. 6. Organization Culture Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization. 7. Organization Climate Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers. 8. Quality Training and Development helps in improving upon the quality of work and work-life.
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9. Healthy work environment Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal. 10. Health and Safety Training and Development helps in improving the health and safety of the organization thus preventing obsolescence. 11. Morale Training and Development helps in improving the morale of the work force. 12. Image Training and Development helps in creating a better corporate image. 13. Profitability Training and Development leads to improved profitability and more positive attitudes towards profit orientation. 14. Training and Development aids in organizational development i.e. Organization gets more effective decision making and problem solving. It helps in understanding and carrying out organizational policies 15. Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display.

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TRAINING AND DEVELOPMENT SCENARIO IN INDIAN INDUSTRY

With the world-wide expansion of companies and changing technologies, Indian Organizations have realized the importance of corporate training. Training is considered as more of retention tool than a cost. Today, human resource is now a source of competitive advantage for all organizations. Therefore, the training system in Indian Industry has been changed to create a smarter workforce and yield the best results. With increase in competition, every company wants to optimize the utilization of its resources to yield the maximum possible results. Training is required in every field be it Sales, Marketing, Human Resource, Relationship building, Logistics, Production, Engineering, etc. It is now a business effective tool and is linked with the business outcome. With increase in awareness of corporate training in Indian Industry, a gradual shift from general to specific approach has been realized. According to NASSCOM (National Association of Software and Services Companies), the IT corporate training market is expected to reach Rs 600 crore in 2010 from Rs 210 Crore in 2006.

In Indian market, 50% of the training companys revenue comes from the retail training and rest from other segments.

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On the other hand, in many organizations training is regarded as non-essential or a need based activity. Some organizations start a training department in order to look modern. In fact, some organizations are headed by unwanted employees rather than employees of outstanding merit. While some organizations do not have a separate budget to hire highly qualified trainers for training and development. Training Providers in India, Coaching, Learning Institutes in Indian Industry

The three major training and learning solutions provider to organizations and individuals in Indian Industry are:

1. NIS Sparta the Reliance Anil Dhirubhai Ambani Group Company. It offers customized solutions for Top management, Middle management and Supervisory level. Its business units are: Enterprise Business Unit (EBU), Educational Service Business Unit (ESBU), and Reliance Strategic Business Unit (RSBU). It has provided consulting and training solutions to more than 10,00,000 professionals, in over 550 organizations, across 10 countries in 18 languages. It is providing training services to American Express, Thermax, Mahindra Finance, Coca-Cola, IBM, Maruti, Godrej & Boyce, Accenture, APAC, and Pantaloon.

2. Karrox a Mumbai based training organization, is a leader in high - end latest technologies training in the IT, BPO and Mobile telephony industry. Currently, it has 6 corporate owned centers and around 50 franchisees in India and has trained more than 150,000 IT professionals till date. It is providing training services to Wipro Infotech, ABN Amro, Tata Consultancy Services, State Bank of India, HCL, Indian Navy, Cap Gemini, Global Telesystems, South Eastern Coal Fields, Persistent Technologies, Godrej Infotech, Times of India, Reliance Infocomm, Reliance Industries, Seimens, Union Bank of India, and Infosys.

3. Aptech Training Solutions A division of Aptech Limited. It is offering an entire range of performance solutions like Customer Service Training, Soft Skills, Product Training, Process Training, Sales Training, and Managerial Development Training that assist in overcoming
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various business challenge areas. It keeps the trainees up to date with the latest learning and professional curriculum in the industry. It is providing training solutions and services to Indian Oil, Motorola India, ICICI, Bayer, National Thermal Power Corporation, Gas Authority Of India, Delhi Police, Standard Chartered Bank, Maruti Udyog, Electrolux Kelvinator, Dabur, Valvoline Cummins, Mahindra & Mahindra, Blue Star, HP, and Onida.

Training and Development in Indian Industry can be further divided in to various sectors:
1. Training and Development system in Retail/FMCG sector 2. Training and Development in Banking and Insurance Sector 3. Training and Development system in Automobiles sector 4. Training and Development system in Telecom sector 5. Training and Development system in KPO 6. Training and Development system in Pharmaceutical sector 7. Training and Development system in Hospitality sector 8. Training and Development system in IT sector 9. Training and Development system in BPO

1. Training and Development in Retail-FMCG Sector

Retail/FMCG Sector is the most booming sector in the Indian economy and is expected to reach US$ 175-200 billion by 2016. With this rapid expansion and coming up of major players in the sector, the need of human resource development has increased. Lack of skilled workers is the major factor that is holding back the retail sector for high growth. The sector is facing the severe shortage of trainers. Also, the current education system is not sufficiently prepared to address the new processes, according the industry majors.

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2. Training in Banking and Insurance Sector

Favorable economic climate and number of other factors such as, growing urbanization, increasing consumerism, rise in the standard of living, increase in financial services for people living in rural areas, etc has increased the demand for wide range of financial products that has led to mutually beneficial growth to the banking sector and economic growth process. This was coincided by technology development in the banking operations. Today most of the Indian cities have networked banking facility as well as Internet banking facility. Some of the major players in the banking sector are State Bank of India, HDFC Bank, Citibank, ICICI Bank, Punjab National Bank, etc. In the Insurance sector also, rapid expansion has created about 5 lakh job opportunities approximately in the past five years. These openings are mainly in the field of insurance advisors or marketing agents. The eligibility criteria for these jobs is graduation with some experience in marketing or become insurance agents after completing school but this needs some relevant training. Earlier there were no training programs as such for insurance agents but on-the-job training only that was given once the new agent was appointed. But now the scenario has been changed, with the coming up of big players like ICICI Life Insurance, ICICI Lombard, HDFC Life Insurance, Tata AIG General Insurance, etc in this sector, people who've had some formal training are preferred while recruitment because it can be helpful in the insurance field. However, only the insurance degree in this field does not guarantee success. To be successful an agent must have strong interpersonal, networking, and communication skills. 3. Training and Development in Automobile Sector

The Indian automobile sector is growing at a rate of about 16% per annum and is now going to be a second fastest growing automobile market in the world. The sector is going through a phase of rapid change and high growth. With the coming up of new projects, the industry is undergoing technological change. The major players such as, Honda, Toyota, Bajaj, Maruti are now focusing on mass customization, mass production, etc. and are expanding their plants.

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According to National Development and Reform Commission (NDRC), Indias auto making capacity is expected to become 15 million units by the end of the year 2007 exceeding the yearly demand of about 7 million units. 4. Training and Development in Telecom Sector

Telecom is one of the fastest growing sectors in India with a growth of 21% and revenue of Rs 86,720 crore in the year 2006. The sector is expected to grow over 150% by 2012. With increase in competition between the major players like BSNL, MTNL, Hutchison Essar, BPL, Idea, Bharti Tele services, Tata, etc, the requirement for mobile analysts, software engineers, and hardware engineers for mobile handsets has increased. However, holding an engineering degree is not enough to survive in the Telecom Sector. There is constant need of updating of knowledge, skills, and attitudes. With this rapid growth in Telecom Sector, the need for trained professionals in bound to rise and so is the training need. The total training market in Telecom Sector is estimated to be Rs 400 crore.

Many top players are spending a huge amount on training and development, for example BSNL alone spends more than 100 crore on training and development of its employees through the Advanced Level Telecommunications Training Centre (ALTTC) and 43 other regional training institutes. Reliance has also established Dhirubhai Ambani Institute of Information and Communication Technology. In addition to that, Bharti has also tied-up with IIT Delhi for the Bharti School of Telecommunication Technology and Management.

5. Training and Development in KPO Sector

KPO is Knowledge Processing Outsourcing, not to be confused with BPO, which is Business Processing Outsourcing. KPO is about providing knowledge based services in the areas like market research, business research, financial research, legal services, etc., while BPO is about providing customer care services, technical support, tele-sales etc.
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KPO market is expected to grow from US $ 1.3 billion in the year 2003 to US $ 17 billion in the year 2010. KPO sector is expected to grow at a compounded annual growth rate (CAGR) of 49.5% till 2010, according to the National Association of Software and Services Companies (NASSCOM). But according to Rocsearch, a UK based research firm, KPO sector will be able to reach 100,000 employees only instead of 250,000 employees. Therefore, to fill the demand and supply gap training has now become an important tool like every other technical industry. 6. Training and Development in Pharmaceutical Sector

India Pharmaceutical market is valued at about US $8 billion and is expected to reach to US $12 billion by 2010. Indian pharmaceutical market is 2% of worlds pharmaceutical market. In the last two years, 3900 new generic products have been launched because of which its market value has been increased to about US $355 million.

7. Training and Development in Hospitality Sector Overview

Hospitality sector is growing at a very fast rate in India. The sector is growing at a rate of approximately 8%. This sector can be classified into hotel industry, travel and tourism, restaurants, pubs, clubs and bars, contract catering, and aviation. Other than that, opportunities also exist in universities, sporting venues, exhibition centers and smaller events management companies. The major challenge of this sector is shortage of skilled employees along with the challenge of attrition rate. Skilled chefs and managers are in great demand. Managers require huge range of competencies such as, people management, viable skills, business insights, analytic skills, succession planning, and resource development in order to get success in this sector. In addition to that, employees are not enough trained on Business Etiquettes, Courtesy, and Business Communication. Hospitality is all about handling people. So an employee must have right

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attitude, tolerance, and listening skills in order to move up the hierarchy. There is still a long way to go to inculcate good public relation, interpersonal skills.

8. Training and Development in IT/Software Development Industry

The Indian IT sector is growing at a very fast pace and is expected to earn a revenue of US $87 billion by 2008. In 2006, it has earned revenue of about US $ 40 billion with a growth rate of 30%. IT sector is expected to generate 2.3 million jobs by 2010, according to NASSCOM (National Association of Software and Service Companies) With this rapid expansion of IT sector and coming up of major players and new technologies like SAP, the need of human resource development has increased.

9. Training and Development in BPO Industry BPO is Business Process Outsourcing. It is an agreement between two parties for specific business task. The BPO industry is growing at an annual growth rate of 14% and is expected to cross $310 billion by 2008. Job seekers prefer BPOs over other sectors because it is providing high paying jobs to graduates/undergraduates. To deliver desired services to customer, who is 10,000 miles away, it is important to have good amount of business knowledge and required expertise.

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TRAINING AND DEVELOPMENT - ITS ROLE IN ACHIEVING ORGANISATIONAL SUCCESS

What happens if we invest in training and developing our people and they leave? What happens if we dont and they stay? Is investment in the area of training and development linked to the bottom line within the business? Increasingly, high performing organisations today are recognizing the need to use best training and development practices to enhance their competitive advantage. Training and development is an essential element of every business if the value and potential of its people is to be harnessed and grown. Many studies have highlighted the clear links between well designed and strategic training and development initiatives and the bottom line within the business. The image of an industry and of individual employers is also influenced by the extent and quality of staff training and development. Potential employees in such an open labour market will assess the track record of prospective employers in this vital area. Career progression and development is an increasingly attractive or even basic requirement for many such employees. In todays

business climate where all industries are experiencing staff and skills shortages, companies are faced with stiff internal and external competition for quality employees. Each employer who invests seriously in the area of Training and Development will reap the benefits of an enriched working environment with higher levels of staff retention as well as increased productivity and performance. In a recent IBEC survey (HR Benchmarking Report 2004), respondents were asked to identify the key drivers of training initiatives over the past year and for the 12 month period ahead. The top three were health and safety, technical changes and customer service. In other words, organisations are now using training and development as an incentive to retain and motivate their people and to be recognised as an employer of choice as well as giving staff the skills and knowledge needed to keep up with technological change and customer service. A further key finding in this survey was that the vast majority of companies surveyed (9 out of 10) stated they provided support to employees to pursue outside educational programmes. This support

consisted of both financial aid as well as time off for both study and exam leaves. Both of these

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initiatives may have benefits which are difficult to quantify, but areas such as staff turnover and morale are clear indicators of success in this field. While research indicates an increased interest in and awareness of the benefits of training, the question needs to be asked as to whether this translated into Irish organisations establishing training policies and / or increasing their spend on training? A National Survey of Training and Development in Ireland conducted by Garavan and Heraty in 2003 outlined a number of key trends which are emerging in the Training arena in Ireland. Some of the key ones include the following. 1. Irish organisations spend on average 3.55% of payroll on training which does not compare favourably with other EU member states. (The IBEC HR Benchmarking Survey indicates a figure of 3.15%). 2. The average number of days training provided per employee per year in 2004 was 5.35. (IBEC HR Benchmarking Survey indicates an average figure of 3-5 days). 3. There is evidence of a positive attitude to training and development among those surveyed with many viewing it to be an important component in the organisations strategy. 4. Smaller firms are more likely to deliver training in an ad hoc way with larger companies applying a more formal approach to managing training. 5. Line managers and employees seem to have a greater role in the organisation and design of training and development. 6. There is still a strong usage of the traditional forms of learning strategies including classroom teaching and subject driven courses, although there is a growth in the use of new technology to deliver training. 7. Learning in teams is an increasingly popular form of learning in the workplace. 8. Employees are now taking more personal ownership for their own development

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CONCLUSION

Hence, it can be said that Training about knows where you stand at present, no matter how good or bad the current situation looks, and where you will be after some point of time. And all the techniques of Training and Development are different means towards achieving those ends for the organization. Training and Development have vital role in Indian corporate sector, Which directly leads to grow of Indian corporate sector,

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BIBLIOGRAPHY
Reference From internethttp://traininganddevelopment.naukrihub.com/importance-of-training.html http://www.scribd.com/doc/46069148/Training-and-Development-in-India-Sector-Wise http://www.google.co.in/#hl=en&sclient=psyab&q=role+of+training+and+development+in+indian+corporate&oq=role+of+training+and+developmen t+in+indian+corporate&gs_l=serp.12...2839.28127.1.31574.23.23.0.0.0.5.2043.21775.63j11j2j1.17.0.les%3B..0.0...1c.1.oYWfiLDIWO8&psj=1&bav=on.2,or.r_gc.r_pw.r_qf.&fp=4a9a56da4e41b e38&biw=1024&bih=667 http://blogs.rediff.com/accuratefaculty/2011/04/09/training-development-techniques-in-the-currentcontext/

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