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Training and Development(Methodology Followed by Jammu & Kashmir Bank)

Rs. 500.00



Introduction:
Worker must be trained to operate machines, reduce scrap and avoid accidents. It is not only the workers who need training. Supervisors, managers and executives also need to be developed in order to enable them to grow and acquire maturity of thought and actions. Training and development constitute an ongoing process in any organization.

NATURE OF TRAINING AND DEVELOPMENT
In simple terms training in development refer to the imparting of specific skills abilities and knowledge to an employee. A formal definition of training an development is… it is any attempt to improve current or future employee performance by increasing an employee’s ability to perform through learning, usually by changing the employee’s attitudes or increasing his or her skills and knowledge. The need for training and development is determined by the employee’s performance deficiency, computed as follows:
Training and development need = Standard performance – Actual performance.

We can make a distinction among training, education and development. Such distinction enables us to acquire a better perspective about the meaning of the terms. Training as was stated earlier, refer to the process of imparting specific skills. Education, on the other hand, is confined to theoretical learning in class rooms.

Though training and education differ in nature and orientation, they are complementary. An employee, for example, who undergoes training is presumed to have had some formal education. Furthermore, no training programme is complete without an element of education. In fact, the distinction between training and education is getting increasingly blurred now –a-days. As more and more employees are called upon to exercise judgment and to choose alternative solutions to the job problem, training programmes seek to broaden and develop the individual through education. For instance, employees in well-paid jobs and/or employees in the service industries may be required to make independent decisions regarding their work and their relationships with clients. Hence, organizations must consider elements of both education and training while planning their training and education, it is not emphasized in this chapter. Rather, aspects of the both education and training are assured to be a part of those learning training programme.

Development refers to those learning opportunities designed to help employed grow. Development is not primarily skill – oriented. Instead, it provides general knowledge and attitudes which will be helpful to employees in higher positions. Efforts towards development often depend on personal drive and ambition. Development activities, such as those supplied by management development programmes, are generally voluntary.
To bring the distinction among training, education and development into sharp focus, it may be stated that training is offered to operatives, development programes are meant for employees in higher positions, and education is common to all the employees, their grades notwithstanding.

Number of Pages of Project Report: 79
Package Includes: Project Report
Project Format: Document (.doc)

Table of Contents of Project Report:
1. Training & Development
- Nature of Training & Development
- Inputs in Training & Development
- Attitudinal Changes
- Gaps in Training
- Importance of Training & Development
- The Training Process
- Organizational Objective and Strategies
- Needs Assessment Methods
- Key Issues to be taken care of
- Sensitivity Training
- Learning Principles

2. Profile
- History
- Training Programmes Conducted and to be conducted
- Structure of Personnel Department
- Analysis and Interpretation
- SWOT Analysis of Training and Development Programmes

3. Limitations
4. Conclusion
5. Suggestions
6. Annexure
7. Bibliography


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