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Human Resource Management is defined as the people who staff and manage organization. It
comprises of the functions and principles that are applied to retaining, training, developing, and
compensating the employees in organization. It is also applicable to non-business organizations,
such as education, healthcare etc. Human Resource Management is defined as the set of
activities, programs, and functions that are designed to maximize both organizational as well as
employee effectiveness

Scope of HRM without a doubt is vast. All the activities of employee, from the time of his entry into
an organization until he leaves, come under the horizon of HRM.
The divisions included in HRM are Recruitment, Payroll, Performance Management, Training and
Development, Retention, Industrial Relation, etc. Out of all these divisions, one such important
division is training and development.

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.

The modern approach of training and development is that Indian Organizations have realized
the importance of corporate training. Training is now considered as more of retention tool than a
cost. The training system in Indian Industry has been changed to create a smarter workforce and
yield the best results

TRAINING AND DEVELOPMENT OBJECTIVES

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:
Individual, Organizational, Functional, and Societal.

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.

Functional Objectives – 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.

TRAINING SCENARIO IN INDIAN INDUSTRY

Training and Development system in Retail/FMCG
sector
Training and Development system
in Banking/Insurance Sector
Training and Development System in Automobile
Sector
Training and Development system
in Telecom sector
Training and Development system in KPO
Training and Development system
in Pharmaceutical sector
Training and Development system in Hospitality
sector
Training and Development system in IT Sector
Training and Development System in BPO

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knowing the correct difference between training,learning,development and education. Expecting your fine answers.

raining,learning,development,educati

h the teaching of specific, factual,

matter and skills. It is a formal

ies.

d with a broader subject matter

tical nature and the development

omprises all learning experiences,

ncluding formal, classroom training.

lves the presentation of material by the faculty to students who are learning about the subject matter. The material be

well known material. Those activities known as teaching and training are included in this category.

acquiring knowledge or skill through study, experience or teaching. It is a process that depends on experience and le

avior potential. Behavior potential describes the possible behavior of an individual in a given situation in order to achi

is by looking at the purpose of each:

ttitude and knowledge for direct application to a task or job.

s, attitude and knowledge for application to a future role.

attitude and knowledge for application to life.

titude and knowledge that impacts future behavior.

d education are all a subset of “learning”. Training is structured presentation with a specific purpose and may or may

pment and learning may occur with varying levels of structure and purpose. Hope this helps.

re and Resources

form.com
Development context, these four terms are quite distinct:

of short term duration and with focussed objectives. example: training for sellling skills, training to operate a specific

cess etc. Training is FORMAL.

anvass which envisages modification of behaviour and personality. For example we can have a project to develop the

cted group of persons. This may involve formal training sessions also but is more expanded and deeper than training.

FORMAL and at a behavioural plan.

process which is continuous from birth to death. It is mostly informal, but there could be formal phases as well. From

n etc, to learning to operate a computer, fly a plane to learning to socialise, to lead a group, to move an idea....the list i

all that we acquire from birth to death.

hase of learning described above. It is a combination of both training and development. The texts we study, th assignm

e formal training phase, while the changes in our attitudes, values, ehaviour and culture is the informal, developmenta

d more effective. thanks a lot

edge and skills for doing a particular job.Bridges the gap between the desired and the actual knowledge,skills and beh

b. job oriented and vocational in nature.Short term activity designed especially for operatives.it is mainly the initiative

esult of external motivation.It aims to meet the current requirements of the job and the individual-a reactive

a typical example.

term.Growth oriented enabling the employees to attain higher positions.IT is aimed at the the senior level managers.

ocess and the result of internal motivation.It is future oriented,focusing ont eh personal growth of the employees.A co

ing skills,interpersonal competence etc falls under this category.

e growth oriented and complementary in nature.

d by its objectives.In contrast education lacks the specificity of training.

rmanent change in behavior brought about as a result of some experience.it is a covert activity.Whereas training is an

edge and skills for doing a particular job.Bridges the gap between the desired and the actual knowledge,skills and beh

b. job oriented and vocational in nature.Short term activity designed especially for operatives.it is mainly the initiative

esult of external motivation.It aims to meet the current requirements of the job and the individual-a reactive

a typical example.

term.Growth oriented enabling the employees to attain higher positions.IT is aimed at the the senior level managers.

ocess and the result of internal motivation.It is future oriented,focusing ont eh personal growth of the employees.A co

ing skills,interpersonal competence etc falls under this category.

e growth oriented and complementary in nature.

d by its objectives.In contrast education lacks the specificity of training.

rmanent change in behavior brought about as a result of some experience.it is a covert activity.Whereas training is an

d education is essentially about 'making learning happen'.

1), define training as a planned process to modify knowledge, skill behaviour or attitudes (KSA) through learning expe

rmance in an activity or a range of activities. Its purpose in the work situation is to develop the abilities of the individu

future needs of the organisation.

rrington (2001) education aims at developing KSA in all aspects of life rather than a knowledge or skill relating to only

y. In a job situation education is training people to do a different job. It is often given to people who have been identif

considered for a new job either lateral or upward, or to increase their potential.

eople to acquire new horizons, technologies, or viewpoints. It enables leaders to guide their organizations onto new

active rather than reactive. It enables workers to create better products, faster services, and more competitive

idered the forefront of what many now call the Learning Organization.

ions and managers use the term education and development interchangeably. What is important to note is that trainin

requirements of the organisation and education and development can be construed as relating to future requirements

01 Training Interventions: Promoting learning opportunities 6th ed. CIPD, London

help me with the role of training and development in learning as i have to submit an assignment on it?

erspectives, and approaches to look at the same issues. Like reading them very much.

ur business problems and knowing what's important to improve your organization, you should be a part of our community.

the world without getting into company specifics. Access to years of such problem discussion data and business material is at your finger tips.
ted to your problems or business interests. All resources created by our members are available to everyone at no cost. Benefit From CiteMan Network

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