TRAINING AS A TOOL OF DEVELOPMENT

Training is a process of learning a sequence of programmed behaviour. It gives people an awareness of the rules and procedures to guide their behaviour. It attempts to improve their performance on the current job or prepare them for an intended job.
IMPORTANCE OF TRAINING
Training is the corner stone of sound management, for it makes employees more effective and productive. It is actively and intimately connected with all the personnel or managerial activities. It is an integral part of the whole management programme, with all its many activities functionally interrelated.
Training is a practical and vital necessity because it enables employees to develop and rise with in the organization; it moulds the employee's attitudes and helps them to achieve a better cooperation with the organization and a greater loyalty to it. Training, more over, heightens the morale of the employees, for it helps in reducing dissatisfaction, complaints, grievances and absenteeism, reduces the rate of turn over.
STEPS IN TRAINING PROGRAMME
Training programmes are a costly affair, and a time consuming process. Therefore they need to be drafted very carefully. Usually in the organization of training programmes, the following steps are considered necessary:
1. Discovering or identifying the training needs
2. Getting ready for the job.
3. Preparation of the learner.
4. Presentation of operation and knowledge.
5. Performances try out.
6. Follow up and evaluation of the programme.
TRAINING METHODS AND TECHNIQUES
The forms and types of employee training methods are interrelated. An effective training technique generally fulfills these objectives:
Provide motivation to the trainee to improve job performance.
Develop a willingness to change.
Provide for the trainee's active participation in the learning process.
Provide knowledge of results about attempts to improve.
Permit practice where appropriate.

Techniques mostly used for training of employees
· ORIENTATION TRAINING:
Induction or orientation training seeks to adjust newly appointed employees to the work environment. Every new employee, is need to be made familiar with his job, his superiors and subordinate and with the rules and regulation of the organization induction training creates self confidence in the employee.
· ON THE JOB TRAINING:
It refers to the training provided with a view to increase the knowledge and skills of an employee for improving performance or the job employees may taught the correct method of handling equipment and machines used in a job. Most popular techniques under this type are:
1. THE COACHING METHOD:
Coaching is a method, which is used in developing managerial thinking processes as well as operative skills. It has certain advantages: it requires the least centralized staff coordination, periodic feedback and evaluation, it is learning by doing.
2. JOB ROTATION METHOD
Job rotation represents an excellent method for broadening the manager or potential manager, for turning specialist into generalist. It refers to the transfer or movement of executives from one job to another and from one plan to another. This method provides a great deal of job experience for those who are potential executives and who need broadening of outlook and an increased understanding of the various aspects of management. The emphasis is on diversified instead of specialized skills and knowledge
OFF THE JOB TRAINING
Off the job training simply means that training is not a part of every day job activity. The actual location may be in the company classrooms or in the places, which are owned by the company. These methods consist of
1. LECTURES: lectures are formal organized talks by the training specialist, the formal superior or other individual on specific topic for imparting knowledge to the trainees.
2. THE CONFERENCE METHOD: In this method, the participating individuals confer to discuss points of common interest to each other. It is a formal meeting, conducted in accordance with an organized plan, in which the leader seeks to develop knowledge and understanding by obtaining a considerable amount of oral participation of the trainees
3. SEMINARS: This is an established method for training. A seminar may be based on a paper prepared by one or more trainees on a subject selected in consultation with the person in charge of the seminar. The seminar compares the reactions of trainees, encourages discussion, and defines the general trends.
4. THE CASE STUDY METHOD: In this method, an actual business situation is described, in writing, in a comprehensive manner. The trainees are asked to appraise and analysis the problem-situation and suggest solution