Introduction:

Definitions of Training and Development - Human Resources

Training is defined as follows by many expertise and literature. It is concerned with the
knowledge, skill attitude, techniques & experiences which enable as individual to make his
career bright.
TRAINING
Training is concerned with imparting developing specific skills for a particular purpose Training
is the act of increasing the skills of employees 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.
DEVELOPMENT
Management development is all those activities and program 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 program, 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 program 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.
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
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, and

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.

1.1 Objectives of the study:

This project work characterizes to evaluate the training programs that are conducted at
Hyderabad Division of Semaphore It Solutions. The objectives of the study are as follows.

To study the training programs taken up currently by the organization.

To analyze the procedure presently followed in planning and conduct of training

programs at Semaphore It Solutions.

To evaluate the training management programs.

To analyze how the training needs of the employees are identified.

To evaluate the feedback system followed presently.

To identify and suggest measures for the improvement of the training programs

1.2 NEED OF THE STUDY

A program of training becomes essential for the purpose of meeting the specific
problems of particular organization arising out of the introduction of new limes of production,

changes in design, the demands of competition and economy. The quality of material processed
individual adjustments, promotions, carrier developments job and personnel changes and
changes in volume of business. Collectively these purposes of organizational training programs
enhance overall effectiveness. The need for the training of employees would be clear from the set
objectives.
1.3 SCOPE OF STUDY
In this project I have tried to present details about the training and development programs
being presently followed in Semaphore It Solutions and the feedback, I collected from different
employees during my interaction with them.
The scope of training and development can be explained with the help of following points

Exact position of performance of employees through their feedback

Development of the employees through various training and development programs.

Developing altered of unbiased treatment to all employees.

1.4 Research Methodology

To design this project report, a through literature survey was conducted which included
detailed study of books and journals available on the subject.

Based on this survey, a questionnaire was prepared to evaluate training and development
programs. The research also included few personal interviews with the trainees as well as the
trainers who gave an insight into the various training programs conducted to gain practical view
of the programs.
The questionnaires were administered to 50 executives and workers who had undergone
training. The questionnaires consisted of 31 questions out of which 5 questions were based on
employee profile, and 26 were based training and development.
1.5 LIMITAIONS OF THE STUDY

The company under study being a very large organization with large number of
employees, all of them could not be contacted for views and opinions on the topic
TRAINING AND DEVELOPEMENT.

Wing to the paucity of time the questionnaires could be distributed only to a limited
number of employees. Therefore the findings of the study neither may nor be 100%
accurate.