Thesis Training Course Practices

The success of any organization depends on appropriate use of human
assets available in the organization. All other assets could only be

supplementary to human assets. Towards augmenting the human resources
and to cope with changes – both internal and external, the organization has to
concentrate necessarily on developing the ability, wisdom and skills of its
workforce. For the development of human asset, ‘training’ becomes the base.
Training is a tool to attain individual, organizational needs related to the jobs
undertaken and is also intended to improve the work culture of the group
involved in a group task. An ideal training programme can be expected to
change the attitude, skills and develop forward vision of the participants
towards the task. This paper summarizes the results of the literature review
on the effectiveness of training programmes of employees from diverse
perspective.
(Chidambaram Vijayabanu 2012/2013) https://www.ceeol.com/search/article-

detail?id=70288
Employee training is a significant factor in attaining the goals and objectives of

any organization. Training is an essential element to increase competence
and productivity of employees so as to keep the business going. The main
reason is to develop knowledge and skills of employees as per the
requirements of the job and eliminate performance problems. Thus, upon
completion of the training, trainees will be able to understand the complete job
requirements of the organization where they are employed.
Training practices are usually conducted by companies to develop the
employees’ performance, and new employees after their selection will also be
involved in these programs to be accustomed to rules, policies, and
procedures of the company. These training programs are aimed at improving
the conduct of employees toward their superior, subordinates, and colleagues
and groom them for their prospective jobs. In other words, employees who are
competent may help the organization gain the top position within the industry.
By conducting training, members may be able to gain the correct procedures
to keep pace with the demands of the job. Providing training is a way of
showing how the company is committed to its employees, which in turn they
feel appreciated, challenged, and feel more satisfied toward their jobs. It is but
proper for organizations to improve their productivity and profitability by
providing mandatory training to maximize employee potential. These training
activities will lead to the increased competitive advantage of employees.
However, when providing training programs, it is also necessary if the
activities will match the needs of teams and individual employees. In addition,
after the training, practical benefits may be observed in the workplace, for
example, trainees may be able to transfer their new knowledge and skills to
other employees.
(Surbhi, 2015)
https://journals.sagepub.com/doi/full/10.1177/2158244018783033
maximizing the potential that training has to influence individual and
organizational performance through changes in employees’ knowledge, skills,
attitudes, and motivation. Consequently, the symbolic and legal benefits of
training, although interesting and important, are not reviewed in more detail.
Instead, we focus our review on factors within the control of training
designers, trainers, trainees, and managers that influence whether training
fosters learning and, by extension, improve performance.
Brown, K. G., & Sitzmann, T. (2011).
https://psycnet.apa.org/record/2010-06018-016
Studies of the benefits of human resource development (HRD) for

organizations have assumed a direct connection between training strategy
and a hierarchy of performance outcomes: learning, behavioural change and
performance improvement. The influence of workplace practices and
employees' experiences on training effectiveness has received little attention.
This study investigates evaluation strategies designed to elicit greater training
effectiveness, and explores the influence of trainees' perceptions and work
environment factors on this. Drawing on detailed case study findings, the
authors highlight the importance of management practices, trainees'
perceptions of the work environment and systems of reward in explaining
behaviour change after training.
(Santos Amalia)
https://onlinelibrary.wiley.com/doi/abs/10.1111/j.1748-8583.2003.tb00082.x

Thesis Training Course Practices

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The success of any organization depends on appropriate use of human

assets available in the organization. All other assets could only be

(Chidambaram Vijayabanu 2012/2013) https://www.ceeol.com/search/article-

Employee training is a significant factor in attaining the goals and objectives of

Studies of the benefits of human resource development (HRD) for

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