TRAINING AND DEVELOPMENT

INTRODUCTION:
Training and development is the field which is concerned with organizational activity aimed at
bettering the performance of Individuals and groups in organizational setting. It is a combined
role often called human resources development (HRD). Training focuses on doing activities
today to develop employees for their current jobs and development is preparing employees for
future roles and responsibilities. It carry out an analysis that the objective of training and
development is to creative learning organizations which ensure that employees through value
addition can effectively perform their jobs, gains competitive advantage and seek self growth:
this measurable performance resulting from good training and development, shall enhance
organization development.

It is a process of transferring information and knowledge to employers. It is equipping employers

to translate that information and knowledge into practice with a view to enhancing organization
effectiveness and productivity, and the quality of a management of people. It should be
considered along with education policies and systems which are crucial to the development of
human resources. Training is required to cover essential work-related skills, techniques and
knowledge, and much of this taking a positive progressive approach to this sort of traditional
Training. Training and development guide is oriented for people, rather than what’s profitable
for organizations. The reason for this is that in terms of training, and development, what’s good
for people is good for the organizations in which they work–what’s good for people’s
development is good for organizational performance, quality, customer satisfaction, effective
management and control, and therefore profits too.

Organizations which approach training and development from this stand point inevitably foster
people who perform well and progress, and importantly, stay around for long enough to become
great at what they do, and to help others become so. Training is a very commonly used word, it
traditionally ‘belongs’ to the trainer or the organization, it should be about whole person
development–not just transferring skills, the traditional interpretation of training at work. Being
realistic, corporate attitudes and expectations about what ‘training, and does cannot be changed
overnight, and most organizations skill see ‘training’ as being limited to work skills, classrooms
and power point presentations when you start to imagine and think and talk about progressive
attitudes to developing people beyond and traditional skills training. The objectivity of training

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and development and its continued learning process has always been leveraged with an
organization and now it has become rather an overarching trend of social needs, emphasizing
that organizations must inculcate learning culture as a social responsibility. It has been also
proved by many studies in the past that there are sound connections between various training and
development practices and different measures of organizational performance.

REVIEW OF LITERATURE:
1. Raja Abdul Ghafoor Khan, et.al (2011):
This paper studies Impact of Training and Development on Organizational Performance.
The focus of current study is to understand the affect of Training and Development, On
the Job Training, Training Design and Delivery style on Organizational performance.
Results show that Training and Development, On the Job Training, Training Design and
Delivery style have significant affect on Organizational Performance and all these have
positively affect the Organizational Performance. It means it increases the overall
organizational performance. The authors also prove that their Hypothesis through
empirical data. However, results were strongly based on the literature review.
2. Waqar Younas,(2018):
The aim of this study was to explore the impact of training and development on employee
performance. This study conducted under the framework of banking sector of Pakistan.
Study finding revealed development leads to better employee performance. It also
revealed training and development both increase the employee performance.
Organizations need to spend on training and development of its employees for sustainable
long term competitive edge.
3. Debra L. Truitt (2011):
This paper aims to study The Effect of Training and Development on Employee Attitude
as it relates to Training and Work Proficiency. The author finds a direct relationship
between one’s positive training experiences and attitudes and one’s proficiency. In this
study, 86.8% of those who had updated training had the most positive attitudes toward
training (γ = .293, p < .05). Furthermore, 80% of those who had negative training
attitudes also had negative views on their proficiency (γ = .465, p < .000).

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4. Mohammed Raja Abdulraheem Sal (2016):

This paper studies The Impact of Training and Development on Employees Performance
and Productivity. Hence the purpose of the study was to investigate the relationship
between training, development, training and development and employees performance
and productivity in selected Jordanian Private Sector transportation companies located in
the Southern region of Jordan. The findings indicated that training and development were
positively correlated and claimed statistically significant relationship with employee
performance and productivity. Analysis and interpretations were made at 0.05 level of
significance. The study concluded that training and development have important impact
on employee performance and productivity.
5. Vinesh(2014):
This paper studies the Role of Training & Development in an Organizational
Development. The analysis of the T&D research revealed that HR’s role is to establish
and implement a high-level roadmap for strategic training and development. The strategic
positioning of training and development directly promotes organizational business goals
and objectives, and thereby enhancing organizational performance. The findings emerged
as a result of survey are discussed as :- Organizations must focus on continual learning
and job trainings, Line managers should be involved in TNA and policy decisions for
training, Good training must provide opportunities to learn and grow, Employee
Performance is augmented through competitive advantage
6. Khawaja Jehanzeb(2013):
This paper evaluates Training and Development Program and its Benefits to Employee
and Organization. This study reveals that there is a substantial support for individuals and
organization to get the several benefits from training program. Such benefits contain
efficiency and factors that related directly or indirectly to the employee performance.
This study has collected support for the positive outcomes of training program for the
organizations. These benefits comprises better organizational performance (e.g.,
profitability, efficiency, and output) and further benefits that directly or indirectly related
to employee performance.

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7. Mamofokeng Eliza Motlokoa, et.all 2018:

This paper studies The Impact of Training on Employees’ Performance in the case of
Banking Sector in Lesotho. The findings of the study generally revealed that training not
only increases employees’ performance but also positively affects employees’ motivation
and job satisfaction within the banking sector in Lesotho. Therefore, the banking sector in
Lesotho should regularly allocate resources for employees’ training based on identified
skill gaps to sharpen employees’ skills, knowledge and abilities in order to capacitate
them to cope with the ever-changing working environment and uncertain conditions and
to improve their motivation and job-satisfaction.

8. M.K. Dinithi Padmasiri(2018):

This papers studies The Relationship between Training and Development and Employee
Performance of Executive Level Employees in Apparel Organizations. Findings revealed
that training and development is positively related to employee performance of executive
level employees. Based on the findings, the researchers were recommended that the
organization should build a correct and logically substantial mechanism to select the
employees who definitely participating to the training program and the organization
management should establish a widely spread postevaluation scheme to evaluate
performance of employees.
9. Ms. Pallavi P. Kulkarni, :
This study is a literature review on training and development and the quality of work life.
The study concluded that Training enables the employees to develop their skills within
the organization and hence naturally helps to increase the organization’s market value,
earning power of the employees and job security of the employees. Training moulds the
employee’s attitude and helps them to achieve a better cooperation within the
organization. Training and Development programs improve the quality of work-life by
creating an employee supportive workplace.
10. Tugce Gullu(2016):
This paper studies the impact of training and development programs on motivation of
employees in Banking. The results show that training and development programs have

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positive impact on motivation of employees in banking sector. Results of the study

conclude that banks having good training and development programs for employees can
enhance the motivation of employees. However, results are strongly based on the
literature review

Significance of the study

A training program allows you to strengthen those skills that each employee needs to improve.
A development program brings all employees to a higher level so they all have similar skills and
knowledge. This helps reduce any weak links within the company who rely heavily on others to
complete basic work tasks. Training and development helps in improving employee
performance, increased level of motivation, improved level of morale and satisfaction, reduces
labor turnover, increases productivity, enhances company reputation and profile. Hence a study
on Training and development was thought to most relevant in today’s context.

Need for the study:

The study plays significant role in examining how training and development required in an
organization. To analyze the training and development methods and to understand the measures
in improving training and development methods and process. A study on training and
development at Rose Pharmaceuticals will help the company to understand the methods of
training and development followed and what best can be done to improve their training and
development methods at the company. The study further helps to know the level of knowledge
and skills given to the employees in the organization and to help the management to know the
satisfaction level of employees and they can make measures to increase the productivity.

Scope of the study:

The study is limited to the company “Rose pharmaceuticals and Health Care” and to 40
employees of the company.

Objective of the study:

 To examine how training and development need is identified at Rose Pharmaceutical Pvt
Ltd.

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 To analyze the training and development methods followed at Rose Pharmaceutical Pvt
Ltd.
 To suggest measures to improve training and development methods and process.

Research Methodology:
Sample size: The proposed sample consists of 10 employees chosen from different strata; age,
gender, educational qualification, experience, managerial level, etc.

Sample Population: The sample population consists of 40 employees of different departments

and different hierarchical levels.

Tools used in Data collection: Questionnaire, case study and interview will be used.

Tools used in Data analysis: percentage analysis and chi-square, Annova, F test and T test.

CHAPTERISATION
Chapter 1: Deals with Introduction, Review of Literature, Significance, Need for the study,
Scope, Objectives and Research Methodology

Chapter 2: Deals with Conceptual framework.

Chapter 3: Deals with company profile.

Chapter 4: Deals with Data Analysis and Interpretation.

Chapter 5: Deals with Findings.

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BIBILOGRAPHY:

1. Raja Abdul Ghafoor Khan, Furqan Ahmed Khan, Dr. Muhammad Aslam
KhanGlobal(2011), “Impact of Training and Development on Organizational
Performance” Journal of Management and Business Research, Volume 11 Issue 7
Version 1.0
2. Waqar Younas,(2018) “Impact of training and development on employee performance”
IOSR Journal of Business and Management (IOSR-JBM), Volume 20, Issue 7. Ver. IV
PP 20-23
3. Debra L. Truitt,(2011) “The Effect of Training and Development on Employee Attitude
as it Relates to Training and Work Proficiency”
Volume: 1 issue: 3
4. Mohammed Raja Abdulraheem Sal
International Journal of Management Sciences and Business Research, Vol. 5, Issue 7,
July 2016, 35 Pages Posted: 10 Oct 2016
5. Vinesh(2014), “The Impact of Training and Development on Employees Performance
and Productivity”, International Journal of Management and International Business
Studies. Volume 4, Number 2 (2014), pp. 213-220 Research India Publications
6. Khawaja Jehanzeb1, Dr. Nadeem Ahmed Bashir(2013)“Training and Development
Program and its Benefits to Employee and Organization”, European Journal of Business
and Management, Vol.5, No.2
7. Mamofokeng Eliza Motlokoa, Lira Peter Sekantsi, Rammuso Paul Monyolo, (2018),
“The Impact of Training on Employees’ Performance in the case of Banking Sector in
Lesotho”International Journal of Human Resource Studies, Vol 8, No 2 (2018)
8. M.K. Dinithi Padmasiri (2018), “The Relationship between Training and Development
and Employee Performance of Executive Level Employees in Apparel Organizations”,
International Invention of Scientific Journal, Vol 2 No 01
9. Ms. Pallavi P. Kulkarni (2015), “A literature review on training and development and the
quality of work life”, ResearchersWorld -Journal of Arts, Science & Commerce, Volume-
2, issue-5

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10. Tugce Gullu (2016) “Impact of training and development programs on motivation of
employees in Banking”, International Journal of Economics, Commerce and
Management, United Kingdom Vol. IV, Issue 6.

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