1. “ DEVELOPMENT OF ADMINISTRATION SKILLS IS ONE OF THE NECESSARY CONDITIONS FOR INCREASING PUBLIC SERVICE EFFICIENCY” National Training Policy ,1996 a review

4. How Training is seen… How ought to be seen… How Training is seen… How ought to be seen… Rejuvenation and break… Opportunity for personal and professional growth Remedial… Sometimes even as punitive-corrective; As one of the intervention Training is responsibility of Training Institutes-Works in isolation Role of other stake holders to be recognized. Drain on time and resources Investment

6. TRAINING OBJECTIVES-NTP in 1996 NTP in 1996 Relevance in 2010 Keeping up-to-date and enhancing professional knowledge and skills needed for better performance of individuals and organisations; Promoting better understanding of professional requirements Sensitisation to professional, socioeconomic and political environment in which work is done; and Bringing about right attitudinal orientation.

12. NTP

13. NTP Being attempted through interventions like CBPR and intensive training programme.

42. Training matrix Teach by doing whenever you can and fall back upon words only when doing is out of the question -Rousseau Sl. Intervention Expectations from the organisation Expectations from the Trainees Expectations from Higher formations 1 Induction Training -An integral part of HR -Well-planned. -Sufficient duration. -Comprehensive -Periodically evaluated -Take it seriously -Supplement the inputs 2 In-service (Generic) & (Skill oriented) -Careful identification of developmental needs. -Employees in the organisation are given a chance to participate in determining the training they need. -Structured briefing and de briefing -Attend training with clear goal/objectives -Active participation in briefing and debriefing -Provide right kind of climate to implement new ideas and methods acquired by their juniors during training.