TRAINING AND DEVELOPMENT – AN EFFECTIVE INSTRUMENT FOR PERFORMANCE ENHANCEMENT

Rajwinder Kaur 1 and Dr. Dalvinder Singh Grewal 2 . 1. Research Scholar, IKGPTU, Kapurthala (PUNJAB). 2. Professor, Desh Bhagat University, Mandi Gobindgarh (PUNJAB). ...................................................................................................................... Manuscript Info Abstract ......................... ........................................................................ Manuscript History


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Development actually refers to the process by which the executives acquire not only skills and competence to do their present jobs but also capabilities to tackle/handle future managerial tasks. Development is any learning activity, which is directed towards future, needs rather than present needs, and which is concerned more with career growth than immediate performance. 1. According to Koontz and Donnell, "Management development concerns the means by which a person cultivates those skills which will improve the efficiency and effectiveness with which the anticipated results of a particular organizational segment are achieved." 2. According to Flippo, "Management development includes the processes by which the managers and executives acquire not only skills and competency in their present jobs but also capacities for future managerial tasks." 3. According to Dale S. Beach, "Management development is a systematic process of training and growth by which individuals gain and apply knowledge, skills, insights and attitudes to manage orientation effectively."

According to Mukherjee (2007):-
Organizations cannot survive without training and development of employees. Improvement in skills increases versatility and adaptability of employees that leads to required performance level in the current job.

Bates et al., (2010):-
Stated that usefulness of training program is possible only when the trainee is able to practice the theoretical aspects learned in training program in actual work environment. They highlighted the use of role playing, cases, simulation, mediated exercises and computer based learning to provide exposure to a current and relevant body of knowledge and real world situations. 645

Hussain (2011):-
Carried out an empirical study of the relationship between motivation to transfer and transfer of training on job. The purpose of this paper is to highlight the effect of motivation to transfer on training effectiveness. This paper highlighted that transfer of training can be maximized through increasing motivation and enthusiasm in trainees to apply their knowledge and skill at their workplace.

Farooq and Khan (2011):-
Studied the impact of training and feedback on increasing the performance of employees. They stated that training is a catalyst for employees" performance improvement. They also concluded that training and feedback can increase the performance level of all sorts of the organizations; moving either separately or together training and feedback play their role in achieving organizational targets by making its employees more work focus and goal oriented.

Omar (2015):-
A positive relationship exists between training and organizational performance as an indicated that training sessions are working smooth in the services sector and it is enhancing organizational performance.
Approaches to training:-According to (Rama, Etling, & Bowen, 1993)-There are three approaches to training: 1. Traditional approach: the training staff designs the objectives, contents, teaching techniques, assignments, lesson plans, motivation, tests, and evaluation. The focus in this model is intervention by the training staff. 2. Experiential approach: the trainer incorporates experiences where in the learner becomes active and influences the training process. Unlike the academic approach inherent in the traditional model, experiential training emphasizes real or simulated situations in which the trainees will eventually operate. In this model, the objectives and other elements of training are jointly determined by the trainers and trainees. Trainers primarily serve as facilitators, catalysts, or resource persons. 3. Performance-based approach: goals are measured through attainment of a given level of proficiency instead of passing grades of the trainees. Emphasis is given to acquiring specific observable skills for a task.

Historical Development of Training and Development:-Tracing the roots of Training and development:-
The history of training and development was as old as the history of man on earth. As history evolved, various training and development methods were used in over a period of time depending on the dynamism of the business environment. But then, there was no full time training of employees. 1. Greek Philosophy:-In 300BC, Socrates (470-399BC) engaged his learners by asking questions (now known as the Socratic or dialectic method). He often insisted that he really knew nothing, but his questioning skills allowed others to learn by self-generated understanding."Excellence is an art won by training and habituation." -Aristotle 2. Middle Ages:-Apprenticeship: Some children were apprenticed to craftsmen who had the specialized skills and tools for a particular trade. In exchange for work, the craftsman would teach the child the craft at which he was an expert. The norm for apprentices was to live with the master and receive practically no pay, except maintenance and training.

Scholasticism:
Is one of the fore-runners of experiential learning or learner-based instruction as once the information has been presented, then the learners have to use various methods to judge and arrive at the real meaning of the evidence.

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The Prussians started to apply gaming situations to military training during the 1800s. The games consisted of detailed maps and different colored blocks to represent troops. After the games, the player"s decisions on troop placement and appropriate armaments were and critiqued.

The Industrial Revolution:-
The Classroom: In the 1800s factory schools were created, in which workers were trained in classrooms within the factory walls. In 1872 Hoe and Company, a manufacturer of printing presses in New York City, had such a volume of business that it was necessary to establish a factory school to train machinists. The old-style apprentice system was inadequate.

Vestibule Training:
A vestibule is a large entrance or reception room or area. Vestibule training is a term for near-the-job training, as it offers access to something new (learning). A classroom or training room, located as close as conditions permit to the department for which the worker is being trained, is furnished with the same machines as are used in production.
There are six to ten workers per trainer, who is skilled worker or supervisor from the company.

World War I:-Systematic Training: Show, Tell, Do and Check
To solve an urgent need to train shipyard workers in 1917, Charles R. Allen created the "Show, Tell, Do, and Check" method of job instruction.

World War II:-Systematic Training: JIT (Job Instruction Training):
During World War II, the need for a method of fast and efficient training becomes urgent. Training within industry, an advisory service formed by the national defense advisory commission, developed the systematic on-the-job training method called JIT.

Role Playing:
Dr .J.L. Moreno designed the first known role playing techniques in 1910; however, it did not become widely known or used until he moved from Vienna, Austria to the United States in the 1930s.

After World War II:-Individualized Instruction:
Individualized instruction in essence replaces the teacher with systematic or programmed materials. Programmed materials are instruction that has been divided into small steps which are easily understood by the learner. After each step is required an active response by the learner in the form of answering a question, drawing a graph, solving a problem and so on.

The End of 20 th Century:-
The different strategies followed by various organizations for their business excellence. Job Support: Job support is a form of training that does not require the workers to learn, but simply to know where to find the changing information they need.

Statement of the Research Problem:-
The problem of the study concentrated on analysis of the training and development programs conducted at the Hero Cycles Ltd., Ludhiana. The problem of the study is to identify the impact of various training components (stages of training process, organization policies and procedure, knowledge of trainer, evaluation system, willing trainee, training cost, training programs, nature of the training, training policy and training needs etc.) on various factors (like organization performance, productivity, employee performance, quality and quantity of products and services etc.) in the Hero Cycles Ltd.

Objective of the Study:-
The general objective of the study is to analyze the correlation between the training and employee performance. While the specific objectives are: 1. To analyze the importance and benefits of training and development in the organization. 2. To examine the historical roots of the training and development. 3. To examine the attitude of employees towards training.

Significance of the study:-
The study will create awareness about the importance of training and development in the organization. The study becomes necessary because many organizations now-a-days are striving to gain competitive advantage and there is no shortcut path to achieve it. The study helps to find out the attitude of employees towards training. However, the study results will help the management to determine the areas of improvement. It also helps to analyze how training and development enhance employee as well as organization performance. Furthermore, this research would give another chance to researchers to conduct research into training and development a framework for further research.

Research Methodology:-Population of the study:-
The target population for the research work is the employees of the Hero Cycles in Ludhiana.
Research Design:-The present research is of descriptive in nature.

Instrument of data collection :-
The instrument used for collecting the data was structured questionnaire.

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Sources of Data collection:-Primary data:-Primary data collected through personal interview and structured questionnaire.
Secondary data :-The secondary data includes company record, literature, textbooks, articles, journals, magazines, research papers and relevant websites.

Sampling method:-
The sampling technique used in research is simple Random sampling.

Sample Size:-
In this research, a sample of 150 employees has to be taken to represent the entire population of 300. This is the 50.1% of the entire population taken from the few departments of the organization. So, 150 samples have been taken from the industry for survey and data analysis. T&D programs are conducted as per the need.

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T&D programs are timely reviewed and evaluated.

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T&D enhance the quality and quantity of goods and services.

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T&D minimize the chances of accidents and faulty operations.

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T&D helps to increase the problemsolving and decision making ability 7.
T&D helps to improve the working condition of the employees.

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Employees get conceptual as well as theoretical knowledge from training.

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T&D helps to bridge the gap between skilled and unskilled employees.

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Employees are encouraged for the training as per the desired need.

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Positive Interaction between the trainer and the trainee.

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Trainer has a good command over the subject.

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Environment of the training session is favorable.

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Training encouraged employees to be committed towards organizational goals.

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Set targets are identified and achieved through training program.

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T&D programs addresses the strengths and weaknesses of the employees.

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T&D helps to enhance the performance of employees as well as the organization.

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T&D helps to improve the working conditions.

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T&D helps employees in promotion and other monetary benefits.

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T&D is result-oriented and stabilize the organization.

Conclusion:-
There is a correlation between training and employee performance. The objective of any training program is value addition in the performance of the employees. Training helps employees to achieve their organizational objectives and organization gives a competitive advantage. The training programs conducted in the industry are satisfactory. It helps in enhancing the performance of employee and increase job satisfaction level. This ultimately helps the industry to increase revenue, reduce labor turnover, minimize accidents and improve quality of products and services. The findings of the research showed that the training has a positive impact on both employees as well as the organization. For instance, training develops good communication skills, interpersonal relation, boost the morale of the employees, team work etc.