1. Research Explorer January - June 201325
Vol . II : Issue. 6 ISSN:2250 - 1940
TRAINING AND HUMAN RESOURCE DEVELOPMENT IN ZONAL RAILWAY
TRAINING INISTITTUE
K.Angammal
Associate professor of Commerce,
Periyar EVRCollege, Tiruchirappalli, TN, India.
ABSTRACT
The quality of employees and their development through training and education are major factors in
determining long-term profitability of a small business. If you hire and keep good employees business, in you
hire and keep good employees it is good policy to invest in the development of their skills. So they can
increase their productivity.
Key words: job performance, job redesigning, technological breakthrough
Introduction
In the very fast changing world of the 21st
century,
the only thing that is constant is change itself. Man
however, has always been apprehensive of change.
Change uproots familiar surrounding disrupts life
styles and finally breads uncertainty. Fear, therefore
is a normal reaction to such a phenomenon. Since
change is the only thing constant in today’s world
being prepared for change is the only way to deal
with change. The best preparation for change is
training. Training permits to learn new ideas upgrade
our knowledge and allow us to refocus on important
issues, which itself changes in importance with
change itself.
Every organization needs to have well trained and
well-experienced people to perform the activities. If
potential job occupants can need this requirement
training is not important when this is not the case it
is necessary raise the skill level and increase the
versatility and adoptability of employees. Inadequate
job performance, a decline in productivity changes
resulting out of job redesigning, a technological
breakthrough require some types of training and
development efforts.
Statement of the problem
A view of the past studies brings out that they do
not evaluate the institutional training programs the
institutional training programmes do not concentrate
on future needs of individuals which vary in
environment and operation methods. So the
environment condition between the centre of the
learning and the application of learning are not
homogenous. Further the impact of training depends
upon the calibre of the participants which varies from
individual to individual. The impact of managerial
calibre of that level of workforce but in southern
Railways most of the work are group work which
needs smooth work culture. The present study
proposes to focus on: i) socio-demographic
background of the trainers and trainees , ii) the level
of training effectiveness of the trainers and trainees,
iii) to find out the association between the training
effectiveness and socio-demographic characteristics
of the trainers and trainees. With the above in mind
the following objectives of the study have been
formulated.
Objectives of the study
(a) To study and analyze various training methods
followed in zonal Railways Training institute.
(b) To find out the level of training effectiveness with
regard to trainees in the areas
(c) To analyze the level of training in the areas
(d) To find out association between the training
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Research Explorer
ISSN : 2250 - 1940
Vol II : Issue. 6
January - June 2013

2. Research Explorer January - June 201326
Vol . II : Issue. 6 ISSN:2250 - 1940
programme effectiveness and socio-demographic
characteristics of the trainees.
Significance of the study
Training should be given to every employee in an
organization the training becomes significant due to
the introduction of new lines of production and new
technology. This improves workers communication
skill, knowledge and leadership style. The changes
in technology of production play a vital role in
training.
A descriptive study is to be undertaken with the
view to know the personal characteristics of the trainee,
namely the objectives and evaluation, practical
applicability and training aids as perceived by the
trainers. This will enable to find out the association
between the training effectiveness and socio-
demographic characteristics of the trainers and trainees.
Methodology
In this study, both primary and secondary data are
to be used to the interview schedule method to collect
the data as a primary source and relevant statistics
pertaining to training programme, number of trainees
trained, and the details of the trainers are also to be
collected as a secondary source. The census method
also adopts to cover all the trainers and trainees for
the study. This study needs two scales, one of trainees
and another separately for the trainers, so as to know
the effectiveness of the training program.
Social Relevance’s
Zonal training institute Tiruchirappalli being one of
the premier training institutions in the country
contribute towards the quest for safety reducing the
incidence of train accidents is one of the corporate
objectives of the Railway. The thirst for safety is
unending. This training center is inculcating a culture
of safety consciousness in the minds of railway men.
This status reports presents a birds-eye view of the
diversified activities undertaken by the training center
in fulfilling the organizations objectives and more
emphatically the aspirations of the Railway user. This
center will continue its endeavor to develop
organizationally effective personal will pride in their
work and faith in the management.
Training is a process of learning a sequence of
programmed behaviour. It is an application of
knowledge. It gives people an awareness of the rules
and procedures to guide their behaviour. It attempts
to improve their performance on the current job and
prepare them for upgraded jobs.
There must be a constant program for assessing
the training needs in an organization. In the context
of revolutionary changes to technology society,
economy, human behavior , political system and so
on, no organization remain stat static. In order to keep
an organization vibrant and responsive to the needs
of the environment constant training and development
programs must be conducted. Training process starts
with the determination of training needs. Training
needs are generally identified at fine phases viz i)
technical updating, ii) individual expectancy, iii)
occupational efficiency, iv) behavioural competence,
and V, organizational efficiency.
Training often is considered for new employees
only. This is a mistake because ongoing training for
current employees helps them adjust to rapidly
changing job requirements. We offer seminars and
workshops to help you start or improve your business
operations. We focus on issues that impact small
business operators from high level business plan writing
to daily operational issues such as customer retention.
Attendance is limited to 10-15 people each . Employee
training workshops are also offered. The most popular
training methods used by organizations can be
classified as on the job training and off the job training.
(i) On -the job Training
On-the job training places the employees in an
actual work situation and makes them appear to be
immediately productive. It is learning by doing
apprenticeship programs put the trainee under the
guidance of a master worker.
(ii) Off-the job Training
Off- the –job training covers a number of
techniques- classroom lectures, audio and video
demonstrations case studies and other simulation
exercises and programmed instruction. The facilities
needed for each of these techniques needed for each
of these techniques vary with the type of trainings.
For the railways therefore the zonal Railway
training institute plays a vital role. The Zonal railway
training institute serves the purpose from which new
recruits have to face the world of railways. It is also
the centre and the a alma mater to which working
station masters and other traffic staff return to refresh
their knowledge and be exposed to new ideas and
innovations.

3. Research Explorer January - June 201327
Vol . II : Issue. 6 ISSN:2250 - 1940
Objectives of the training centre
a) To provide disciplined, skillful and efficient Railway
men capable of handling jobs with confidence either
individually (or) in a team under different
circumstances.
b) To emphasize the spirit of public service, courtesy
and improvement of human element in the day to
day work.
c) To develop character, personality and esprit de
crops.
Thezonal RailwayTraining Instituteshould therefore
continue to upgrade itself to be able to handle the task
of preparing staff to be always fit for their jobs as well
as to prepare them for change. In this attempt no effort
should be spread. The staff should likewise treat the
Zonal Railway training institute as a temple of learning
and endeavour to gain more and more out of the training
imparted. Thezonal RailwayTraining institutemust seek
excellence with all staff.
Conclusion
This training center is inculcating a culture of
safety consciousness in the minds of railway men.
This status reports presents a birds-eye view of the
diversified activities undertaken by this training
center in fulfilling the organizations objectives and
more emphatically the aspirations of the Railway
user. This center will continue its endeavor to
develop organizationally effective personal will pride
in their work and faith in the management.
Reference
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