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Training and Development in Resource Management Practice



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    Researcher’s world Journal of Arts, Science & Commerce ■E-ISSN2229-4686■ISSN2231-4172

    According to the Michel Armstrong, “Training is systematic development of the knowledge, skills and attitudes required by an individual to perform adequately a given task or job”. (Source: A Handbook of Human Resource Management Practice, Kogan Page, 8th Ed., 2001) According to the Edwin B Flippo, “Training is the act of increasing knowledge and skills of an employee for doing a particular job.”(Source: Personnel Management, McGraw Hill; 6th Edition, 1984)The term ‘training’ indicates the process involved in improving the aptitudes, skills and abilities of the employees to perform specific jobs. Training helps in updating old talents and developing new ones. ‘Successful candidates placed on the jobs need training to perform their duties effectively’.(Source:Aswathappa, K. Human resource and Personnel Management, New Delhi: Tata McGraw-Hill Publishing CompanyLimited,2000, p.189)

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

    •Individual Objectives –These objectives are helpful to employees in achieving their personal goals, which in turn, enhances the individual contribution to the organization.

    •Organizational Objectives –Organizational objectives assists the organization with its primary objective by bringing individual effectiveness.

    •Functional Objectives –Functional objectives are maintaining the department’s contribution at a level suitable to the organization’s needs.

    •Social Objectives–Social objectives ensure that the organization is ethically and socially responsible to the needs and challenges of the society. Further, the additional objectives are as follows:

    •To prepare the employees both new and old to meet the present as well as the changing requirements of the job and the organization.

    •To prevent obsolescence.

    •To impart the basic knowledge and skill in the new Entrants that they need
    for an intelligent performance of a definite job. •To prepare the employees for higher level tasks.
    •To assist the employees to function more effectively in their present positions by exposing them to the latest concepts, information and techniques and developing the skills they will need in their particular fields. •To build up a second line of competent officers and prepare them to occupy more responsible positions. •To ensure smooth and efficient working of the departments. •To ensure economical output of required quality.

    Researcher’s world Journal of Arts, Science & Commerce ■E-ISSN2229-4686■ISSN2231-4172 International Refereed Research Journal ■■Vol.–IV, Issue–2, April 2013[137]

    [1]P. Subba Rao (2009), “Essentials of Human Resource management and Industrial Relations” , Himalaya Publication House, 3
    RdRevised & Enlarged Edition.
    [2]Michel Armstrong (2001), “A Handbook of Human Resource Management Practice”, Kogan Page, 8th Editon. [3]Mamoria, C. B. (1995), “Personnel Management (Management of Human resources)”, Himalaya Publishing House, Bombay. [4]Chaudhuri, Manodip Ray. “Employ Training Grooming for a better Tomorrow”. HRM Review, Vol.4, No.1, January 2004. [5]Dwivedi, R. S. (2001), “Managing Human Resources-Personnel Management in Indian Enterprises”, New Delhi: Galgotia Publishing Company, New Delhi. [6]Aswathappa, K. (2000), “Human resource and Personnel Management”, Tata Mcgraw-Hill Publishing Company Limited, New Delhi.

    [7]Guna Seelan Rethinam, Maimunah Ismail (2008) “Constructs of Quality of Work Life: A Perspective of Information and Technology Professionals”, Universiti Putra Malaysia, Malaysia. [8]ZHU Su-li,LONG Li-rong (2008), “TheTreadmill Effect on the Utility of Quality of Working Life”, Wuhan University of Technology, P.R.China. [9]Chao, Chih Yang Huang, Yi Li Lin, Chih Wei, “The Relationship between Leadership Behaviorof a Principal and Quality of Work Life of Teachers in an Industrial Vocational High School in Taiwan”. Researcher’s worldJournal of Arts, Science & Commerce
    ■E-ISSN2229-4686■ISSN2231-4172 International Refereed Research Journal ■■Vol.–IV, Issue–2, April 2013[143] [10] D.R. Saklani,2004 Quality of Work Life in the Indian Context, “An Empirical Investigation,Commerce Department, Shaheed Bhagat Singh College, University of Delhi”. [11]Seyed Mehdi Hosseini, Gholamreza Mehdizadeh Jorjatki (2010) “Quality of work life(QWL) and Its relationship with performance”, University Of Firouzkouh Branch,Tehran. [12]Hanita Sarah Saad, Ainon Jauhariah Abu Samah and Nurita Juhdi, “Employees’ Perception on Quality Work Life and Job Satisfaction in a Private Higher Learning Institution”, International Review of Business Research PapersVol. 4 No.3 June 2008 Pp.23-34. [13]B. N. Sivakumar, V. Navaneethakumar, “Evaluating the training effectiveness among managers in manufacturing industry with reference to Krishnagiri District” European Journal of Social Sciences. ISSN 1450-2267, Vol. 27,No.3 pp.408-416. [14]Dr.G.K.Deshmukh, Dr.Sanskrity Joseph, Ms. Rasmi Dewangan. (January 2013)“Training Redial: Three Factor Approach” Research world, Journal of Arts, Science and Commerce, E-ISSN 2229-4686 and ISSN 2231-4172. [15]T S Nanjundeswaraswamy, Dr Swamy D R,( May-Jun 2012), International Journal of Engineering Research and Applications (IJERA) ISSN: 2248-9622 Vol. 2, Issue 3, , pp.1053-105

    Training and Development in Resource Management Practice. (2016, May 12). Retrieved from

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