Types of training programmes

1. Induction or Orientation Training- It is the method of introducing a new employee into the organization with a view to gaining his confidence and developing a sense of co-operation in him. The induction training not only helps personal adjustment of the new employee to his job and work group but also promotes good morale in the organization.
2. Job Training- The object of job training is to increase the knowledge of workers about the job with which they are concerned, so that their efficiency and performance are improved. In job training, workers are enabled to learn correct methods of handling machines and equipment avoiding accident, minimizing wastes etc. The employees learn the job by personal observation and practice as well as occasionally handling it.
3. Promotional Training- When the existing employees are promoted to superior positions in the organization, they are required to shoulder new responsibilities. For this, training has to be given.
4. Refresher Training- With the passage of time, employees may forget some of the methods, which were taught to them, or they may have become outdated because of technological development and improved techniques of management and production. Hence, refresher training is arranged for existing employees in order to provide them an opportunity to revive and also improve their knowledge.
5. Apprenticeship Training- Under this method, both knowledge and skills in doing a job or a series of related job are involved. The apprenticeship programmes combine on-the-job training and experience with classroom instructions in particular subjects.
6. Intership Training- Under this methods, the professional institutes enter into arrangement with a big busines enterprise for providing practical knowledge to its students.
7. Vestibule Training- This type of training is commonly used for training employees for electrical and semi-skilled jobs.

Essentials of training

The training programme can be made effective and successful if the following points are considered.

1. Knowledge and attitude-The first essential is that every person should be adequately knowledgeable about the man and materials of the organisation concerned. However, it is not an end in itself but it must be directed to create righ attitudes towards mmanagement policies.
2. Conformity with objectives-Training must be based on the requirement of a particular department. It must be in line with policy and aims of the department which it serves. On the basis of job-requirements, an audit of personal needs compared with operational requirements will help to determine the specific training needs of imdiviual employees.
3. Rewads and Incentives-Rewards and incentives act as a stimulus for the trainee to satisfy his need for social approval. The management should give sufficient information about the reward whether monetary or non-monetary to the trainees. The trainee should be helped to see the need for training by making him aware of the personal benefits he can achieve through better performance.
4. Continuous Participation-The training programme should be planned so that it is related to trainee's previous experience and background. This background should be used as a foundation for new developments and new behaviour. This is only possible when training is considered as a never ending process which never ceases in an organisation.
5. Support of top management-The favourable attitude of the top management to the day to day process for growth of the managerial cadres as well operative level of employees, is of paramount importance fo the success of a training programme. Attempts should be made to create organisational conditions that are conducive to a good learning environment.
6. Combination of training methods-According to the suitability of the method and the training needs, it must be decided which is the appropriate method for a specific training programme. If necessary, a combination of training methods should be selected so that variety is permitted and as many of the senses as possible are utilised. Training methods must be ornamented with certain audio-visual aids as they make a training programme more intresting and reduce boredom.
7. Flexibility-The trainer must observe the responses of the trainees as a result of his stimuli. the responses of the trainees can be observed by asking questions or allowing him to do the job according to his direction. It should be well-recognised that all the trainees don't show their progress at the same level.
8. Trainees Involvement-Training programme is directed to fulfil certain basic needs of indiviuals in an organisation so that they can turn out to be better suited for the discharge of their present or future responsibilities. So, the personal involvement or active participation of the trainee should be got in the training programme.
9. Other factors-there are some other factors which make training most fruitful, effective, efficient and result-oriented.

• The trainee should be provided with regular, constructive feedback concerning his progress is training and implementation of the newly acquired abilities.
• The period of training must be designed according to the job requirements.
• The trainee should be provided with personal assistance when he encounters learning obstacles.
• The choice of trainers must be carefully done, taking in to consideration all the factors. He must be well-qualified, professionally skilled and experienced, should have exposure capabilities, communication skills and having respect and liking for people. Above all, he must be a democratic leader. He must also be a good listener.

why training fails

The followimg factors have been regarded as the main reasons for failure of training programme-

1. Lack of incentives by management-Any policy, programme or strategy cannot be successful until it is backed up, appreciated and rewarded by top management. As top management is only concerned with the factual data of production, sales, income, expenditure etc. They don't kmow the share of increase in production due to training programmes.
2. Insufficiency of planning of budgets for training programme-Anything done without proper training, rarely bear fruits. The absence of adequate planning, training fails. Top management rarely plans budgets systematically for training. Training needs and objectives cannot be accomplished without sufficiency of funds.
3. No Adjustment of training on production scheduling-The middle management, without proper incentives from top management,  does not account for training in production scheduling. With proper scheduling from above, first line supervisors have difficult in productionnorms, if employees are attedding training programmes. Because of both the factors, training gets little significance by top management, middle management and even by first line supervisors.
4. Training by External institute-In organisations, where there are no staff training centres or having the tradition of sponsoring the candidates to some other organisations, external training may be lessfrutful in the sense that it does not provide the same environment of the participants organisation.
5. Incompetence of trainers-Trainer must be professionally qualified, experienced, must have liking and respect for peopl, having teaching tactics, analytical ability and effective communication skills. But proper attention is not paid while selecting trainers. Consequently, he may possess insufficient knowledge, lack of communications, professionalism, qualifications and experience may give birth to various training deficiencies.
6. Lack of Trainee's interests-It is not only trainer's deficiency that makes training ineffective but when the trainer is perfect and having sufficiency in his field, training may prove a failure because of lack of interests by the trainees. It is called by some other name, "Disinterested Training". Training needs proper and careful listening to what trainer is teaching.
7. Defective Designing of Training Progamme-Physical setting of training programme, period of training, method of imparting training etc. are certain steps to be decided and taken carefully. Any deviation, will make training a failure.
8. Minimum use of Communication Aids-The basic purpose of training is to communicate ideas, skills, methods and to develop motivational and perceptual skills of the trainees. The trainer is the sender and the trainees are the receiver of the knowledge. But, when the traiee ask certain questions, the position is reversed. Communication, in training may be of various types. Sometimes actions speak more than words, symbols, audio, video, tape records, projectors, film, etc. may also used as and when required. Training becomes unintresting and boredom results when not supported by aids to communication.
9. Inadequate Re-enforcement and feedback-As already stated training evaluation is done by various methods. One of the methods is pre-training and post-training comparison and results may be found out. Other is the behavioural, improved learning and results-oriented approach. Without feed back, training effectiveness will be dark and dismal. Re-enforcement is also most desirable. But, the poor feedback system makes training an unsuccessful phenomena. 

what is the objectives of trainning

Training increases the knowledge and skills of new employees in discharging their jobs and serves as a refresher course for the old employees. Training imparts employees specific knowledge which are need to do their job. It also gives them the opportunity to learn and provides self-development which is needed for future promotion.

1. Better performance-Well trained employees usually show a greater increase in and a higher quality of work output than an untrained group. Training increase the skill of employees in the performance of a perticular job. An increase in skill usually helps in increasing both quantity and quality of output.
2. Lesser learning time-A systematic programme of training helps to reduse the learning time to reach at the acceptable level of performance. The employees need not learn by hit and trail or observing others and waste a long time if the formal training programme exists in the organisation.
3. Lesser supervision-When the employees are given proper training the responsibility of supervision is lessened. Training does not eliminate the need for supervision, but it reduces the need for detailed and constant supervision.
4. Economical-Trained personnel will be able to make better and economical use of materials and equipment. Wastage will also be low. In addition, the rate of accidents and damage to machinery and equipment will be kept to the minimum by the well trained employees. These will lead to lesser cost of production per unit.
5. Increased Morale-The morale of the employees is increased if they are given proper training. As a common objectives of the organisation training programme will mould employees attitudes to achieve support for organisation activities and to obtain better co-operation and greater loyality/
6. Better Management-A manager can make use of training to help him manage in a better way. To him, training the employees can assist in improving his planning, organising, controlling and actuating. For instance, maintaining higher standards of quality, building a satisfactory organisation structure, delegating authority and stimulating employees, are all assisted by effective training.
7.  Fills manpower needs-When totaly new skills are required by an organisation, it has to face great difficulties in the selection process. Training can be used in spotting out promising men and in removingdefects in the selection process. It is better to select and train from within the organisation than to seek skilled employees from outside sources.
8. Standardisation-Standardisation will make high levels of performance rule rather than the exception. Employees will work intelligently and make fewer mistakes when they posses the required knowhow and have an understanding of their jobs and of the interdependence of one job on others.
9. Organisational Stability and flexibility-Training increase the stability and flexibility of the organisation. Creation of a reservoir of trained replacements will increase the stability of the organisation in the sense that organisation will be able to sustain its effectiveness despite the loss of key personnel. Training can also be used to help the employees to gain multiple skills to enable their transfer to jobs where thedemand is highest. It will bring about flexibility in the sence that organisation will be in a position to adjust to short run variations in the volume of work.
10. Motivation-The motivation impact of training is manifest when staff feel a sense of recognition when sent on a training course, and after been trained they are moivated to acquire new skills, particularly when rewards follow the acquisition and use of skills.
11. Benefits health and safety-Where training incorporates safety training as a integral part of the programme, the outcome could be favourable in terms of health and safety at work.
12. Lesser Staff-turnover-Training could have a favourable impact on the level of staff turnover, and the costs of redundancy schemes and recruitment of staff could be reduced when displaced staff are re-trained. 

Discuss needs for Training

The need for training can be known from the following points which are as :

1. Additional Productivity- Effective training cuts wastes and is helpful in more productivity. Thus it can increase productivity and cost of production be lowered which will be useful for market competition.
2. State Workforce- Training brings confidence in employees which benefits them in discharging their work in the onganisation. Thus, the employees are satisfied with their work which further results in lesser absenteeism.
3. Better/Efficient management- Training is used as an effective tool of planning and control. It develops skills among workers for the future and also prepares them for promotion. It helps in reducing the costs of supervision, wastages and industrial accidents.
4. Lesser Chances of Accidents- The employees works on the equipment with care as they know the dangers of negligence, use of machines thereby every care is exercised by them which redues the chances of accidents.
5. Change in Technological Advances- Every organisation, in order to survive and to be effective, should adopt the latest technology i.e machanisation, computerisation and automation. Technology alone does not guarantee success unless it is supported by people possessing requisite skills. So, an organisation should train the employees to enrich them in the areas of changing technical skills and knowledge from time to time.
6. Changes in job Assignment- Training is also necessary when an existing employee is promoted to the higher level in the organisation and whenthere is some new job or occupation due to transfer. Training is also necessary to equip the old employees with the advanced disciplines, techniques or technology:

Training is alsoneeded to :

• increase productivity
• improve quality of the product/service
• help a company to fulfil its future personnel needs
• improve organisational climate  
• improve health and safety       
• prevent obsolescence         
• effect personal growth
• minisine the resistance to change

   7.     Match people with organisational needs- An employees specifications may not exactly suit to the requirements of the job and the organisation irrespective of his past experience, qualification, skills, knowledge etc. Thus, management may find deviations between employees present specifications and the job requirements and organisational needs. Training is needed to fill these gaps by developing and moulding the employees skill, knowledge, attitude, behaviour etc. So that these may serve as job requirements and organisational needs.

Importance of Training

1. It equips the management to face the pressure of changing environment
2. It usually results in the increase of quantity and quality of output.
3. It leads to job satisfaction and higher morale of the employees.
4. Trained workers need lesser supervision.
5. Trained workers enable the enterprise to face competition from rival organizations.
6. It enables employees to develop and rise within the organization and increase their earning capacity.
7. It moulds the employees attitude and helps them to achive better co-operation with the organization.
8. Trained employees make better economic use of material and equipment resulting in reduction of wastage and spoilage.
9. Training instructs the workers towards better job adjustment, and reduces the rates of labour turnover and absenteeism.

Definition of Training

Training is an organised procedure for increasing the knowledge and skill of people for a specific objective which in general results in the change of behaviour and attitude. There are a few definition of training as:

1. Dale S. Beach defined training as "the organised procedure by which people learn knowledge and skill for a definite purpose".
2. Edwin B. Flippo: "Training is the act of increasing the kmowledge and skill of an employee for doing a particular job.'

Conclution- Training is needed for old employees whenever new machines and plants are introduced as these may have different procedure of working. Training is a continuous programme before managers who always keep their subordinates uptodate.
Every training programme should attempt to bring about positive change in the increase of:

• Knowledge and skill addition
• Change in attitude and behaviour
• Improvement in the performance of work
• Better perfornance of work
• Reduces wastes and the number of accidents.

what is the training

After the selection, placement and introduction, each employee be given training according to the nature of work given to him. Training increases the knowledge and skills of an employees. Training improves, changes behaviour, and attitude of employees. The training is desirable for the organization and its employees. Each type of job usually require some training for efficient performance. Employees talents are not fully productive without a systematic training programme. In big organisations young people are hired every year who do not know much about every job, even those who have learnt technical or professional concepts while at college  or technical institute, must receive some initial training in the form of orientation training regarding the policies, practices and ways of their employing organisations.
Training and Development are terms which are used interchangeable. Traditionally development was seen as an activity normally associated with managers with future aspects in mind. On the other hand, training has been associatedd with improving knowledge and skills of non-managerial employees in their present jobs. There is also the recognition that the human resource is valuable and must be developd if the organisation is to hold on to staff and retain their commitment whilst at work. One should bear in mind that even managers need to be trained in the here and now, because they need current operational skills or competencies quite apart from the qualities associated with management development.