3. TRAINING AND DEVELOPMENT: It is a subsystem
of an organization. It ensures that randomness is reduced and
learning or behavioural change takes place in structured format. It is
concerned with the structure and delivery of acquisition of
knowledge to improve the efficiency and effectiveness of an
organization. Therefore, training is a key to optimizing utilization
human intellectual technological and entrepreneurial skills.
Training initiatives and programs have become priority for
Human Resources. As business markets change due to increase in
technology initiatives, companies need to spend more time and
money on training employees. In today’s business climate employee
development is critical to corporate success and organizations are
investing more in their employees training and development needs.
4.
5. Power is the necessity and most important
infrastructure for Economic Development of a
Country and the industrial development and per
capital electricity production are the measures of
country’s economic conditions. In India, the
Government of India during all the Annual Plans
made heavy investment in building of Power
Sector infrastructure nation-wide with planned
targets of large scale capacity expansion by
installation of huge Thermal and Hydro Power
Plants through establishment of State Electricity
Boards at State Level and NTPC and NHPC at
Central Level.
6. Andhra Pradesh Power Generation
Corporation Limited is one of the pivotal
organizations of Andhra Pradesh,
engaged in the business of Power
generation. Apart from operation &
Maintenance of the power plants it has
undertaken the execution of the ongoing
& new power projects scheduled under
capacity addition programe and is taking
up renovation & modernization works of
the old power stations.
7. An individual is considered as basic unit of society who cannot satisfy
all the desire by himself. In order to accomplish the goals that are too
large and complex, an individual works in an organized group.
Organizations are social and technological devices that enable and
accomplishment of goals to be executed by a single person as a unit.
These units can be viewed as the units that process certain inputs from
the event for the purpose of creating certain specified outputs valued
by society like products and services. Human beings are of central
importance with the processing of transforming unit i.e., the
organization, and also consume their outputs. It’s the task of Human
Resource Management to study and develop ways in which human
beings can be effectively and efficiently integrated into various
organizations needed by our society.
8. Placing employees in the jobs does not ensure their
success. New employees are uncertain about their roles,
functions and responsibilities. Job demands and
employee capabilities must be balanced through
orientation and training programs. Once the employees
have been trained and have mastered their jobs. And with
ongoing trends with toward greater workforce diversity,
flatter organizations and increased global competition,
training and development efforts enable employees to
assume expanded duties and greater responsibilities.
9. “ Training and Development concerns the means by
which a person cultivates those skills application will improve
the efficiency and effectiveness with which the anticipated
results of a particular organization segment was achieved.
Learning about the skills takes place in training situations,
whether in the classroom, in a conference or in a managing
experience”. As stated by Harold Knootz & O. Donnel.
Training may be defined as “A process by which a person
knows about learning, understanding, physical capacities or mental
outlook or attitude of employees are so increased as to bring about
their better adjustment with their environment.
10. According to Dunn and Stephens training refers to the organization’s
effort to improve an individual’s ability to perform a job or
organization role, where as development refers to enhance an
individual’s ability to advance his organization to perform additional
job duties. Thus training provides knowledge and skills required to
perform the job. Training can be viewed as job oriented as leading to
an observable change in the behavior of the trainee in the form of
increased ability to perform a job. On the other hand, development is
still job related, it is much broad in scope. This is implied in
management development programs purporting to prepare managers
for higher level positions. It enhances general knowledge related to a
job as well as the ability to adapt to change.
11. According to Bernad M. Bass & A. Vanghan, Development
broadly implies “the nature and direction of change induced among
employees through process of education and training”.
As observed by T.P. Campbell, “Training courses are
typically designed for a short term set purpose such as the operation
of some piece of machinery, while development involves a broader
education for long term purposes.
Dale Yoder put this way “Training is a means of preparing
rank and file workers for promotion to supervisory positions and for
improving their competence and capacity while they hold
leadership assignments professions, middle managers, top managers
and executives need continued opportunities for self-improvement
to avoid otherwise relentless pressures towards personal
obsolescence. Humans at all levels need frequent refresher training.
12. Training has become an integral component of individual professional
evolution by:
Updating knowledge to avoid obsolescence.
Enhancing professional creativity.
Enabling employees to shoulder higher responsibility.
To learn new technologies and innovations.
Improving skills and capabilities of the individuals.
To create a business bias and strategic thinking to take up new
business challenges
13. The main Objectives underlying the study are:
To understand the concept of Training and Development.
To compare the actual Training and Development practice with the
theoretical one.
To analyze the Training & Development in APGENCO.
To know the merits and demerits of the system, so that suitable
suggestions could be delivered which would help the organization to
make the process more effective and useful.
14. To analyze the importance of Training and Development in day to
day activities.
To find out the extent to which the training programs are helpful in
enhancing the employee skills thus helping in their career
development.
To avail the opportunity of experiencing the real work atmosphere in
the organization, study its functional departments, nature of jobs
associated with each functional department.
15. The study was intended to obtain information and draw conclusions
about:
The study is about the employees opinion on the “Training and
Development” Administration in APGENCO. It includes various
aspects of Training and Development.
The study is made in the organization of APGENCO.
The feedback of the employees, trainer & trainees.
The process of training in APGENCO.
16. In every organization the Technical & Management people give so
much importance to Training and Development, as it improves the
performance, knowledge and skills of employees.
Makes learning of the fundamental values of the organization
easier.
Helps in maximum utilization of the available resources with
minimum cost.
Bridges the gap between external world.
It is the developmental tool for every individuals as well as
organization.
It is used to link organizational, operational and individual needs.
17. Training is a learning experience, in that it seeks a relatively permanent
change in an individual that will improve his ability to perform on the
job.
There are two factors, which help to explain the importance of
the Training and Development area.
o The rapid rate of technological change that has created many new
jobs and had rendered many old ones obsolete. New jobs often create
a need for acquisition of new knowledge and skills. Training can
meet the changing job requirements of an organization.
o The attitude of employees who expect something more than a well
playing secure job.
18. Today employees expect a challenging job with opportunities for
upward mobility and growth. For many jobs, training activities
are essential to keep abreast of current developments and to raise
the performance capabilities of employees beyond nearly
acceptable levels. Further, the training and development
programs can play a major role in organization development by
changing employee attitudes and behavior.
It is important that the training programs should enable
employees to gain an organizations perspective and make them
function as one team. Training leads an important role in
identifying and solving problems which occurs in the
organization.
19. • Training is concerned with the acquisition or development of
knowledge, skills, Techniques, attitudes and experience which
enable an employee to make his most effective contribution to the
goal of the organization. Its objective is to prepare him for a
greater responsibility.
• Training is a widely accepted problem solving device, Its also
increases the moral in the employees and reduces the grievances.
• Training and Development programs helps in fulfill its future
personnel requirements.
20. • Training and Development are necessary in organization for
improving the quality of work of the employees at all levels of
organization, in a world of fact changing technology, values and
environment, which necessitates every employee to update his
knowledge and skills.
• Training and Development programs enables personal growth of the
individual employees resulting from “their exposure to educational
experiences”.
21. Every organization, irrespective of its size and nature of operations,
needs to provide training to its employees, no matter what the
employee’s qualifications, skill or suitability for the job is. The major
purposes of training are discussed below:
22. Unsatisfactory performance of employees, owing to some skill
deficiencies, can be improved through the right kind of training.
Though all the problems of ineffective performance cannot be
solved through training, a sound training program is to a great
extent instrumental in reducing those problems. Sometimes, newly
promoted or newly recruited employees may not have adequate
skills to effectively perform their jobs. There are various reasons
for this.
23. 1. No selection device is foolproof in predicting success or
failure at all times, in such situations , training is necessary to
bridge gap between the employees predicted and actual
performance.
2. Training helps employees to perform at standard levels.
3. Management employs such individuals who have the
aptitude to learned gives them training to perform specific tasks.
