1. 1. Projectsformba.blogspot.com A SUMMER TRAINING PROJECT ON “TRAINING AND
DEVLOPMENT”Project Report Submitted By:-Submitted in Partial Fulfillment of the Requirements
for the award of the degree of PGDM POST GRADUATE DIPLOMA IN MANAGEMENT, AICTE,
Ministry of HRD, Government Of India, New Delhi SAI BALAJI EDUCATION
SOCIETYINTERNATIONAL INSTITUTE OF MANAGEMENT AND HUMAN RESOURCE
DEVELOPMENT (W) (IIMHRD)Projectsformba.blogspot.com
2. Projectsformba.blogspot.com DECLARATIONI the undersign hereby declare that the project report
entitled “Training andDevelopment” written and submitted by me to IIMHRD, Pune in partialfulfillment
of the requirement for the award of PGDM under the guidance ofmy mentor……………, my guide
…………….. and ………………. is myoriginal work and the conclusion drawn there in are based on
the materialcollected by myself. I hereby declare also this study has not been permittedby me to
publish anywhere.Place:Date:Projectsformba.blogspot.com
3. Projectsformba.blogspot.com CERTIFICATE BY THE INSTITUTEThis is to certify that Miss
………………………………., the student ofPGDM has worked on summer project titled “Training and
Development”in Lucknow after semester II in partial fulfillment of the requirement for theProgram.
This is her original work to the best of my knowledge.Date: Director’s Signature:Seal:
ACKNOWLEDGEMENTProjectsformba.blogspot.com
4. Projectsformba.blogspot.comI take the opportunity to express our gratitude to all the concerned
people who havedirectly or indirectly contributed towards completion of this project. I extend my
sinceregratitude towards Reliance Money for providing the opportunity and resources to workon this
project.I am extremely grateful to …………………….., my mentor in Reliance for her guidanceand
invaluable advice during the projects. Also to my guide, …………………… whoseinsight encouraged
me to go beyond the scope of the project and this broadened melearning on this project.I also want
to show my gratitude to …………………….. whose insight helped me tocomplete this
project.Projectsformba.blogspot.com
5. Projectsformba.blogspot.com PREFACEThe global economy of the day has endangered the survival
of every organization and inparticular those who want to have a competitive edge over the others.
The competitiveedge may be a distant dream in the absence of Superior Quality Products which
otherwiseis the function of well-trained employees. Today resources are scarce and have to be
usedcarefully and trainers of all kinds are required to justify their position and account fortheir
activities. Training activities, which are ill directed and inadequately focused, do notserve the
purpose of the trainers. The trainees or the organization hence identification oftraining needs
becomes the top priority of every progressive organization. Identificationof training needs, if done
properly, provides the basis on which all other trainingactivities can be considered and will lead to
multi skilling, fitting people to take extraresponsibilities increasing all round competence and
preparing people to take on higherlevel responsibility in future.Projectsformba.blogspot.com
6. Projectsformba.blogspot.com CONTENTSTOPICCHAPTER 1: (i)Introduction (ii)Scope and
Objectives (iii)Executive SummaryCHAPTER 2: (i)Introduction to Reliance (ii)About the project
(iii)Training and Development (iv)Importance of Training (v)Objectives of TrainingCHAPTER 3:
(i)Learning and Training (ii)Training inputs (iii) Benefits of training (iv) Methods of training (v) Training
Design (vi) Training method used in RelianceCHAPTER 4: (i)Methodology of the project (ii)Data
interpretation and analysis (iii)Findings (iv)QuestionnaireCHAPTER 5: (i) Limitations (ii) Suggestions
(iii) ConclusionCHAPTER 6: (i)BibliographyProjectsformba.blogspot.com
7. Projectsformba.blogspot.com CHAPTER-1 INTRODUCTIONEmployee training tries to improve
skills, or add to the existing level of knowledge sothat employee is better equipped to do his present
job, or to prepare him for a higherposition with increased responsibilities. However individual growth
is not and ends initself. Organizational growth need to be measured along with individual
growth.Training refers to the teaching /learning activities done for the primary purpose ofhelping

2. members of an organization to acquire and apply the knowledge skills, abilities,and attitude needed
by that organization to acquire and apply the same. Broadly speakingtraining is the act of increasing
the knowledge and skill of an employee for doing aparticular job.In today’s scenario change is the
order of the day and the only way to deal with it is tolearn and grow. Employees have become
central to success or failure of an organizationthey are the cornucopia of ideas. So it high time the
organization realize that “train andretain is the mantra of new millennium.” SCOPE OF THE
STUDYThe scope of the study covers in depth, the various training practices, modules, formatsbeing
followed and is limited to the company Reliance Money and its employees. Thedifferent training
programmes incorporated/facilitated in Reliance Money through itsProjectsformba.blogspot.com
8. Projectsformba.blogspot.comfaculties, outside agencies or professional groups. It also judges the
enhancement of theknowledge & skills of employees and feedback on its effectiveness. OBJECTIVE
OF THE STUDYThe broad objective of the study of training policies in Reliance Money is to study
theimpact of training on the overall skill development of workers. The specific objectives ofthe study
are: 1. To examine the effectiveness of training in overall development of skills of workforce. 2. To
examine the impact of training on the workers. 3. To study the changes in behavioral pattern due to
training. 4. To measure the differential change in output due to training 5. To compare the cost
effectiveness in implanting training programmes. EXECUTIVE SUMMARYEvery organization needs
to have well trained and experienced people to perform theactivities that have to be done. If current
or potential job occupants can meet thisrequirement, training is not important. When this not the
case, it is necessary to raise theskill levels and increase the versatility and adaptability of
employees.It is being increasing common for individual to change careers several times during
theirworking lives. The probability of any young person learning a job to day and havingthose skills
go basically unchanged during the forty or so years if his career is
extremelyProjectsformba.blogspot.com
9. Projectsformba.blogspot.comunlikely, may be even impossible. In a rapid changing society
employee training is notonly an activity that is desirable but also an activity that an organization must
commitresources to if it is to maintain a viable and knowledgeable work force.The entire project talks
about the training and development in theoretical as well as newconcepts, which are in trend
now.Here we have discussed what would be the input of training if we ever go for and howcan it be
good to any organization in reaping the benefits from the money invested interms like (ROI) i.e.
return on investment. What are the ways we can identify the trainingneed of any employee and how
to know what kind of training he can go for? Trainingbeing covered in different aspect likes
integrating it with organizational culture. The bestand latest available trends in training method,the
benefits which we can derive out of it. How the evaluation should be done and howeffective is the
training all together.Some of the companies practicing training in unique manner a lesson for other
tofollow as to how to train and retain the best resource in the world to reap the best out
ofit.Development is integral part of training if some body is trained properly and efficientlythe
developments of that individual and the company for whom he is working. Here wediscussed about
development of employee, how to identify the needs, and afterdeveloping how to develop executive
skill to sharpen there knowledge. Learning shouldbe the continuous process and one should not
hesitate to learn any stage. Learning anddeveloping is fast and easy at Reliance Money. CHAPTER-
2Projectsformba.blogspot.com
10. Reliance Money provides investors with the facility of anytime-anywhere online trading in all major
asset classes, namely: Equities, Equities and Commodity derivatives IPOs, Mutual Funds Life and
General Insurance productsProjectsformba.blogspot.comProjectsformba.blogspot.com Introduction
to Reliance Anil Dhirubhai Ambani GroupThe Reliance – Anil Dhirubhai Ambani Group is among
India’s top three private sectorbusiness houses on all major financial parameters, with a group
market capitalization ofRs 200,000 crore (US$ 50 billion), and net worth to the tune of Rs 58,000
crore (US$ 13Billion)Across different companies, the group has a customer base of over 150 million,
thelargest in India, and a shareholder base of over 12 million, among the largest in

3. theWorld.Through its products and services, the Reliance - ADA Group touches the life of 1 in
8Indians every single day. It has a business presence that extends to over 5000 towns andCities in
India, and served by 12,000 distribution outlets, 500,000 business partners and30,000 strong
motivated workforce.The interests of the Group range from communications (Reliance
Communications) andFinancial services (Reliance Capital Ltd), to generation, transmission and
distribution ofPower (Reliance Energy), infrastructure, media and entertainment. Introduction to
Reliance Money
11. Moved into International arena- West Asia, South East Asia, Africa and Europe.Our
MissionProjectsformba.blogspot.com Among the Top 3 private sector companies in financial
services sector  Accounts for daily traded volumes of over Rs 2,000 crore ( US$ 454 million ), or 3-
4 % of the average daily volume of transactions logged on the stock exchanges  Acquired 2.5
million customers  The Corporate Office at Worli, Mumbai has approx 350 people belonging to
these various functions  Currently 2200+ employees across 162 locations spread across the
country.  Expanded its presence to 20,000 touch points. It has 10,000 outlets across 5,000 towns
and cities across India.  Reliance Money provides entire commodity related services such as
broking distribution and warehouse receipt financing  Network of kiosks have been set up across
the country to facilitate the above trading activities Projectsformba.blogspot.com Foreign exchange
derivatives Money transfer, Money changing, Precious metal retailing Credit Cards Loans Wealth
Management products
12. Projectsformba.blogspot.com…. is to attract, nurture & are responsive to Employee Needs
consistently deliver share-holder returns of 20%+ year-on-year retain a team of competitive, growth
oriented talent who:- & are committed to making Reliance Capital among the top 3 “Best Employers
to work for” in Indiathrough Transparentachieving an employee satisfaction index of 90%+ and… &
Robust HR processes.Our Chairman’s Vision“We live in a world where the young are reaching
higher, dreaming bigger anddemanding more; a world that is challenging the limits of hope and
possibility.Nowhere is this more strikingly visible than in India – a country that wakes up
everymorning a little younger in age, but infinitely more ambitious in spirit.”About The ProjectThe
duration of my project was of two months during these two months I did many thingsregarding my
project as I was also the part of operations I also understands how theoperations department works
at Reliance money.How the shares of the client are kept inelectronic form in the client’s account and
how it is dematerialized by operationsdepartment at Reliance money.TRAINING AND
DEVELOPMENTIt is a subsystem of an organization. It ensures that randomness is reduced and
learning orbehavioral change takes place in structured format.TRADITIONAL AND MODERN
APPROACH OF TRAINING ANDDEVLOPMENTProjectsformba.blogspot.com
13. Projectsformba.blogspot.comTraditional Approach – Most of the organizations before never used to
believe intraining. They were holding the traditional view that managers are born and not
made.There were also some views that training is a very costly affair and not worth.Organizations
used to believe more in executive pinching. But now the scenario seems tobe changing.The modern
approach of training and development is that Indian Organizations haverealized the importance of
corporate training. Training is now considered as more ofretention tool than a cost. The training
system in Indian Industry has been changed tocreate a smarter workforce and yield the best
results.TRAINING DEFINEDIt is a learning process that involves the acquisition of knowledge,
sharpening of skills,concepts, rules, or changing of attitudes and behaviours to enhance the
performance ofemployees.Training is activity leading to skilled behavior• It’s not what you want in
life, but it’s knowing how to reach it• It’s not where you want to go, but it’s knowing how to get there•
It’s not how high you want to rise, but it’s knowing how to take off• It may not be quite the outcome
you were aiming for, but it will be an outcome• It’s not what you dream of doing, but it’s having the
knowledge to do it• Its not a set of goals, but it’s more like a vision• It’s not the goal you set, but it’s
what you need to achieve itTraining is about knowing where you stand (no matter how good or bad
the currentProjectsformba.blogspot.com

4. 14. Projectsformba.blogspot.comsituation looks) at present, and where you will be after some point of
time.Training is about the acquisition of knowledge, skills, and abilities (KSA) throughprofessional
development. Importance of Training and Development• Optimum Utilization of Human Resources –
Training and Development helps inoptimizing the utilization of human resource that further helps the
employee to achievethe organizational goals as well as their individual goals.• Development of
Human Resources – Training and Development helps to provide anopportunity and broad structure
for the development of human resources’ technical andbehavioral skills in an organization. It also
helps the employees in attaining personalgrowth.• Development of skills of employees – Training
and Development helps in increasingthe job knowledge and skills of employees at each level. It
helps to expand the horizonsof human intellect and an overall personality of the
employeesProjectsformba.blogspot.com
15. Projectsformba.blogspot.comProductivity – Training and Development helps in increasing the
productivity of theemployees that helps the organization further to achieve its long-term goal• Team
spirit – Training and Development helps in inculcating the sense of team work,team spirit, and inter-
team collaborations. It helps in inculcating the zeal to learn withinthe employees• Organization
Culture – Training and Development helps to develop and improve theorganizational health culture
and effectiveness. It helps in creating the learning culturewithin the organization.• Organization
Climate – Training and Development helps building the positiveperception and feeling about the
organization. The employees get these feelings fromleaders, subordinates, and peers.• Quality –
Training and Development helps in improving upon the quality of work andwork-life.• Healthy work-
environment – Training and Development helps in creating the healthyworking environment. It helps
to build good employee, relationship so that individualgoals aligns with organizational goal.• Health
and Safety – Training and Development helps in improving the health and safetyof the organization
thus preventing obsolescence.• Morale – Training and Development helps in improving the morale of
the work force.• Image – Training and Development helps in creating a better corporate image.•
Profitability – Training and Development leads to improved profitability and morepositive attitudes
towards profit orientation.• Training and Development aids in organizational development i.e.
Organization getsmore effective decision making and problem solving. It helps in understanding
andProjectsformba.blogspot.com
16. Projectsformba.blogspot.comcarrying out organizational policies.• Training and Development helps
in developing leadership skills, motivation, loyalty,better attitudes, and other aspects that successful
workers and managers usually display.TRAINING AND DEVELOPMENT OBJECTIVESThe principal
objective of training and development division is to make sure theavailability of a skilled and willing
workforce to an organization. In addition to that, thereare four other objectives: Individual,
Organizational, Functional, and Societal.Individual Objectives – help employees in achieving their
personal goals, which in turn,enhances the individual contribution to an organization.Organizational
Objectives – assist the organization with its primary objective by bringingindividual
effectiveness.Functional Objectives – maintain the department’s contribution at a level suitable to
theorganization’s needs.Societal Objectives – ensure that an organization is ethically and socially
responsible tothe needs and challenges of the society. Importance of Training ObjectivesTraining
objective is one of the most important parts of training program. While somepeople think of training
objective as a waste of valuable time. The counterargument hereis that resources are always limited
and the training objectives actually lead the design oftraining. It provides the clear guidelines and
develops the training program in less timebecause objectives focus specifically on needs. It helps in
adhering to a plan. Trainingobjectives tell the trainee that what is expected out of him at the end of
the trainingprogram. Training objectives are of great significance from a number of
stakeholderProjectsformba.blogspot.com
17. Projectsformba.blogspot.comperspectives.1. Trainer2. Trainee3. Designer4. EvaluatorTrainer – The
training objective is also beneficial to trainer because it helps the trainer tomeasure the progress of

5. trainees and make the required adjustments. Also, trainer comesin a position to establish a
relationship between objectives and particular segments oftraining.Projectsformba.blogspot.com
18. Projectsformba.blogspot.comTrainee – The training objective is beneficial to the trainee because it
helps in reducingthe anxiety of the trainee up to some extent. Not knowing anything or going to a
placewhich is unknown creates anxiety that can negatively affect learning. Therefore, it isimportant
to keep the participants aware of the happenings, rather than keeping itsurprise.Secondly, it helps in
increase in concentration, which is the crucial factor to make thetraining successful. The objectives
create an image of the training program in trainee’smind that actually helps in gaining attention.
Thirdly, ifthe goal is set to be challenging and motivating, then the likelihood of achieving thosegoals
is much higher than the situation in which no goal isSet. Therefore, training objectives helps in
increasing the probability that the participantswill be successful in training.Designer – The training
objective is beneficial to the training designer because if thedesigner is aware what is to be achieved
in the end then he’ll buy the training packageaccording to that only. The training designer would then
look for the training methods,training equipments, and training content accordingly to achieve those
objectives.Furthermore, planning always helps in dealing effectively in an unexpected
situation.Consider an example; the objective of one training program is to deal effectively
withcustomers to increase the sales. Since the objective is known, the designer will design atraining
program that will include ways to improve the interpersonal skills, such as verbaland non verbal
language, dealing in unexpected situation i.e. when there is a defect in aproduct or when a customer
is angry.Therefore, without any guidance, the training may not be designed appropriately.Evaluator –
It becomes easy for the training evaluator to measure the progress of
theProjectsformba.blogspot.com
19. Projectsformba.blogspot.comtrainees because the objectives define the expected performance of
trainees. Trainingobjective is an important to tool to judge the performance of participants.Training
and Human Resource ManagementThe HR functioning is changing with time and with this change,
the relationship betweenthe training function and other management activity is also changing. The
training anddevelopment activities are now equally important with that of other HR functions.
Goneare the days, when training was considered to be futile, waste of time, resources, andmoney.
Now-a-days, training is an investment because the departments such as,marketing & sales, HR,
production, finance, etc depends on training for its survival. Iftraining is not considered as a priority
or not seen as a vital part in the organization, thenit is difficult to accept that such a company has
effectively carried out HRM. Trainingactually provides the opportunity to raise the profile
development activities in theorganizationTo increase the commitment level of employees and growth
in quality movement(concepts of HRM), senior management team is now increasing the role of
training. Suchconcepts of HRM require careful planning as well as greater emphasis on
employeedevelopment and long term education.Training is now the important tool of Human
Resource Management to control theattrition rate because it helps in motivating employees,
achieving their professional andpersonal goals, increasing the level of job satisfaction, etc. As a
result training is given ona variety of skill development and covers a multitude of
courses.Projectsformba.blogspot.com
20. Projectsformba.blogspot.comRole of HRD Professionals in TrainingThis is the era of cut-throat
competition and with this changing scenario of business; therole of HR professionals in training has
been widened. HR role now is:1. Active involvement in employee education2. Rewards for
improvement in performance3. Rewards to be associated with self esteem and self worth4.
Providing pre-employment market oriented skill development education and post employment
support for advanced education and training 6. Flexible access i.e. anytime, anywhere training.
Models of TrainingTraining is a sub-system of the organization because the departments such as,
marketing& sales, HR, production, finance, etc depends on training for its survival. Training is
atransforming process that requires some input and in turn it produces output in the formof
knowledge, skills, and attitudes (KSAs).THE TRAINING SYSTEMA System is a combination of

6. things or parts that must work together to perform aparticular function. An organization is a system
and training is a sub system of theorganization. The System Approach views training as a sub
system of an organization.System Approach can be used to examine broad issues like objectives,
functions, andaim. It establishes a logical relationship between the sequential stages in the process
oftraining need analysis (TNA), formulating, delivering, and evaluating. There are 4necessary inputs
i.e. technology, man, material, time required in every system to
produceProjectsformba.blogspot.com
21. Projectsformba.blogspot.comproducts or services. And every system must have some output from
these inputs in orderto survive. The output can be tangible or intangible depending upon the
organization’srequirement. A system approach to training is planned creation of training program.
Thisapproach uses step-by-step procedures to solve the problems. Under systematic
approach,training is undertaken on planned basis. Out of this planned effort,one such basic model of
five steps is system model that is explained below.Organization are working in open environment i.e.
there are some internal and externalforces, that poses threats and opportunities, therefore, trainers
need to be aware of theseforces which may impact on the content, form, and conduct of the training
efforts.The internal forces are the various demands of the organization for a better
learningenvironment; need to be up to date with the latest technologies.The three model of training
are:1. System Model2. Instructional System Development Model3. Transitional model System Model
TrainingThe system model consists of five phases and should be repeated on a regular basis
tomake further improvements. The training should achieve the purpose of helpingemployee to
perform their work to required standards. The steps involved in SystemModel of training are as
follows: 1. Analyze and identify the training needs i.e. to analyze the department,
job,Projectsformba.blogspot.com
22. Projectsformba.blogspot.com 2. employees requirement, who needs training, what do they need to
learn, estimating training cost, etc The next step is to develop a performance measure on the basis
of which actual performance would be evaluated. 3. Design and provide training to meet identified
needs. This step requires developing objectives of training, identifying the learning steps,
sequencing and structuring the contents. 4. Develop- This phase requires listing the activities in the
training program that will assist the participants to learn, selecting delivery method, examining the
training material, validating information to be imparted to make sure it accomplishes all the goals &
objectives. 5. Implementing is the hardest part of the system because one wrong step can lead to
the failure of whole training program. 6. Evaluating each phase so as to make sure it has achieved
its aim in terms of subsequent work performance. Making necessary amendments to any of the
previous stage in order to remedy or improve failure practicesProjectsformba.blogspot.com
23. Projectsformba.blogspot.com Instructional System Development Model(ISD)ModelInstructional
System Development model was made to answer the training problems.This model is widely used
now-a-days in the organization because it is concerned withthe training need on the job
performance.Training objectives are defined on the basis of job responsibilities and job description
andon the basis of the defined objectives individual progress is measured. This model alsohelps in
determining and developing thefavorable strategies, sequencing the content, and delivering media
for the types oftraining objectives to be achieved.The Instructional System Development model
comprises of five stages:Projectsformba.blogspot.com
24. Projectsformba.blogspot.com 1. ANALYSIS – This phase consist of training need assessment, job
analysis, and target audience analysis. 2. PLANNING – This phase consist of setting goal of the
learning outcome, instructional objectives that measures behavior of a participant after the training,
types of training material, media selection, methods of evaluating the trainee, trainer and the training
program, strategies to impart knowledge i.e. selection of content, sequencing of content, etc. 3.
DEVELOPMENT – This phase translates design decisions into training material. It consists of
developing course material for the trainer including handouts, workbooks, visual aids, demonstration

7. props, etc, course material for the trainee including handouts of summary. 4. EXECUTION – This
phase focuses on logistical arrangements, such as arranging speakers, equipments, benches,
podium, food facilities, cooling, lighting, parking, and other training accessories. 5. EVALUATION –
The purpose of this phase is to make sure that the training program has achieved its aim in terms of
subsequent work performance. This phase consists of identifying strengths and weaknesses and
making necessary amendments to any of the previous stage in order to remedy or improve failure
practices.Projectsformba.blogspot.com
25. Projectsformba.blogspot.com The ISD model is a continuous process that lasts throughout the
training program. It also highlights that feedback is an important phase throughout the entire training
program. In this model, the output of one phase is an input to the next phase.Transitional model
focuses on the organization as a whole. The outer loop describes thevision, mission and values of
the organization on the basis of which training model i.e.inner loop is executed.Vision – focuses on
the milestones that the organization would like to achieve after thedefined point of time. A vision
statement tells that where the organization sees itself fewyears down the line. A vision may include
setting a role mode, or bringing some internalProjectsformba.blogspot.com
26. Projectsformba.blogspot.comtransformation, or may be promising to meet some other
deadlinesMission – explain the reason of organizational existence. It identifies the position in
thecommunity. The reason of developing a mission statement is to motivate, inspire, andinformthe
employees regarding the organization. The mission statement tells about the identitythat how the
organization would like to be viewed by the customers, employees, and allother stakeholders.Values
– is the translation of vision and mission into communicable ideals. It reflects thedeeply held values
of the organization and is independent of current industryenvironment. For example, values may
include social responsibility, excellent customerservice, etc.The mission, vision, and values precede
the objective in the inner loop. This modelconsiders the organization as a whole. The objective is
formulated keeping these threethings in mind and then the training model is further
implemented.Projectsformba.blogspot.com
27. Projectsformba.blogspot.com TRAIN AND RETAIN TO STOP THE DRAINIn today’s competitive
world, where margins are constantly under pressure, trainingbudgets are the first to axed. So it
becomes imperative that the training model that isevolved should be less capital intensive and not
dependent upon profit margins andprofitability.Although training needs are identified much before
training programmed actuallycommence but still some crucial points are left some un-addressed.For
example very little is done to know the opinion of the employee about training needidentified for him
as to what he feels about the same .99% cases employee is nominatedby higher authorities instead
of chance being given to volunteer program under theProjectsformba.blogspot.com
28. Projectsformba.blogspot.comnotion that boss is always right and he knows the best off. Taking this
in context there aremany organization where some employee who are earmarked are regularly
nominated toattend training program. “He is stressed out, why don’t pack him up for a
trainingprogram” approach. CHAPTER-3 LEARNING AND TRAININGIrrespective of the type or
method of training, a trainer has to keep in mind some of theprinciples of learning or motivation,
which would enhance internationalization of what istaught.MotivationA trainee needs to have a
desire to learn and benefit from the programme. If the is notinterested, or is de-motivated, the
learning outcome is going to be insignificant and thecompany will have spent its money badly. On
the other hand, being too intense aboutlearning and outcome may result in setting over ambitious
goals for the individual.ReinforcementFollowing on the concept of motivation is that of reinforcement.
For learning to takeplace and be internalized to the desired extent, a trainee is rewarded or given
someencouragement. This reinforcement, or the acknowledgement that what has been acquiredis
desirable, can be either an extrinsic or intrinsic reward-external praise or some tangiblereward, or
the individual’s feeling of a sense of progress. Current stress is on positivesupport and helpful
behavior, even when mistakes are made.Projectsformba.blogspot.com

8. 29. Projectsformba.blogspot.comFeedbackDuring the training process, it is useful for the trainee to be
told how he is progressing.Several researchers have confirmed that knowledge of results is an
effective motivator.Constant and periodic feedback has positive effects on the trainee’s learning.
Unless thetrainee knows how close his performance comes to the desired standard, he will not
havean opportunity to improve. Feedback therefore provides a basis for correcting oneself.Secondly,
feedback helps to sustain the trainee’s interest in the task, or in each learningthat is taking place, by
bringing greater involvement with the learning process. Iffeedback is to be meaningful, it should
follow a learning segment as quickly as possible.Transfer of LearningThe maximum use of training
can be made if the trainee is able to transfer his learning tohis actual work role. This is possible if
identical elements are incorporated in the trainingsituation from the job role, either existing or
proposed. The more similar the learningsituation is to the job situation, the higher the degree of
transfer the trainee can expect,and hence the grater the relevance of the training
programme.RepetitionRepetition etches a pattern into our memory, e.g., when one studies for an
examination, itis necessary to repeatedly to over ideas so that they can be recalled
later.Projectsformba.blogspot.com
30. Projectsformba.blogspot.comRelevanceRelevance relates to the meaningful fuse of material, which
aids learning, e.g., trainersusually explain in the overall purpose of a job to trainees before assigning
them aparticular task.TRAINING INPUTSThere are three basic types of
inputs;(i)Skills(ii)Attitude(iii)Knowledge.The primary purpose of training is to establishing a sound
relationship is at its best whenthe workers attitude to the job is right, when the workers knowledge of
the job isadequate, and he has developed the necessary skills.Training activities in an industrial
organization are aimed at making desiredmodifications in skills, attitudes and knowledge of
employee so that they perform theirjobs most efficiently and effectively.BEST TIME TO IMPART
TRAINING TO EMPLOYEE1. NEW RECRUITS TO THE COMPANYThese have a requirement for
induction into the company as a whole in terms of itsbusiness activities and personnel policies and
provisions, the terms, conditions andbenefits appropriate to the particular employee, and the career
and advancementopportunities available.Projectsformba.blogspot.com
31. Projectsformba.blogspot.com2. TRANSFEREES WITHIN THE COMPANYThese are people who are
moved from one job to another, either within the same workarea, i.e. the same department or
function, or to dissimilar work under a differentmanagement. Under this heading we are excluding
promotions, which take people intoentirely new levels of responsibility.3. PROMOTIONSAlthough
similar to the transferee in that there is a new job to be learned in newsurroundings, he is dissimilar
in that the promotion has brought him to a new level ofsupervisory or management responsibility.
The change is usually too important anddifficult to make successfully to permit one to assume that
the promotes will pick it up ashe goes along and attention has to be paid to training in the tasks and
the responsibilitiesand personal skills necessary for effective performance.4. NEW PLANT OR
EQUIPMENTEven the most experienced operator has everything to learn when a computer
andelectronic controls replace the previous manual and electro-mechanical system on theprocess
plant on which he works. There is no less a training requirement for thesupervisors and process
management, as well as for technical service production controland others.5. NEW
PROCEDURESMainly for those who work in offices in commercial and administrative functions but
alsofor those who we workplace is on the shop floor or on process plant on any occasion
onProjectsformba.blogspot.com
32. Projectsformba.blogspot.comwhich there is a modification to existing paperwork or procedure for,
say the withdrawalof materials from stores, the control of customer credit the approval of expense
claims,there needs to be instruction on the change in the way of working in many instances, anote
bringing the attention of all concerned the change is assume to be sufficient, butthere are cases,
such as when total new systems in corporating IT up dates are installed,when more thorough
training is needed.6. NEW STANDARDS, RULES AND PRACTICESChanges in any one these are
likely to be conveyed by printed note or by word of mouthby the manager to his subordinates, and

9. this can be the most satisfaction way of dealingwith the change from the point of view of getting
those affected to understand their newresponsibility. However not all changes under this heading
can be left to this sort ofhandling. Even the simplest looking instruction may beregarded as
undesirable or impracticable by whoever has to perform it he may notunderstand the purpose behind
the change and lose confidence in a management which henow believes to be ‘messing about’, or
he may understand the purpose and have a betteralternative to offer if it is not too late.7. NEW
RELATIONSHIP AND AUTHORITIESThese can arise, as a result of management decisions, in a
number of ways. In examples,the recognition of the accounts department can result in a realization
of responsibilitiesbetween the section leaders of credit control, invoicing and customer records,
althoughthere is no movement of staff between the sections (i.e. no transfers). Although thechange
in work content for each clerk and supervisor is defined clearly for each person inthe new
procedures, there is nevertheless a need for each person to know where he
standsProjectsformba.blogspot.com
33. Projectsformba.blogspot.comin the new set up, which is responsible for what, and where to direct
problems andenquiries as they arise in the future.8. MAINTENANCE OF STANDARDSWe are here
concerned with maintenance of standards through training, for it must beremembered that
supervision and inspection and qualify control are continuouslyresponsible for standards and
exercise their own authorities to this end. Although it isgenerally agreed that some retraining from
time to time, taking varied forms even for theon group of employees, does act as both a reminder
and a stimulus, there is not muchagreement on the next frequency and form that such retraining
should take, of there is asyet little scientific knowledge on this subject which is of much use in
industrialsituations.9. THE MAINTENANCE OF ADAPTABILITYAgain, whilst there is little scientific
study of the loss of ability to learn new skills inthose cases where people spend a long time without
change, and without the need tolearn, there is increasing evidence in current experience to suggest
that this is the case inindustrial employment. Add, of course, there is the inference arising from the
laboratoryexperiments of psychologists.10. THE MAINTENANCE OF MANAGEMENT SKILLS &
STANDARDSSkills in supervising, employee appraisal, communications, leadership etc are
importantin all companies. Some of these skills are seen to be critical to major developments
incompany organisation, culture, employee empowerment and so on. Initial training
inProjectsformba.blogspot.com
34. Increasing commitment: Training acts as a loyalty booster. Employee motivation is also enhanced
when the employee knows that the organization would provide them opportunities to increase their
skills andProjectsformba.blogspot.com Enhancing workforce flexibility.Cross-cultural training is
essential for t them for better adjustment in the new environment.  Assessing and addressing any
performance deficiency.  Hiring appeal: companies that provide training attract a better quality
Workforce. Projectsformba.blogspot.comthese skills is not uncommon in the largest companies on
appointment into managementand supervision. But continuous training and performance monitoring
is rare, despite thecommon knowledge that standards are as varied as human nature.11.
RETIREMENT AND REDUNDANCYEmployees of any position in the company who are heading
towards retirement willbenefit from learning about health, social life, work opportunities money
managementetc. Internal or external courses are best attended a year or two before retirement date,
ina few companies a member of Personnel will act as a counselor as required.BENEFITS OF
TRAININGEmployees and the organization need to realize the importance of contribution
andlearning for mutual growth and development. Training is the answer to deal withstagnation stage
by constantly updating it in every field. Other benefits of traininginclude:
35. It acts act as a retention tool by motivating employee to the vast opportunities for growth available in
an organization.THE EVALUATION OF TRAININGThere are a number of expressions used to
describe steps taken by management and bytraining offices at the conclusion of training and during
the days or weeks afterwards.These expressions include validation, evaluation, follow-up and
implementation, as wellas cost benefit, which have appeared in more recent years. We are

10. interested in all ofthese and have already tackled one of the, implementation, and we start by giving
ourdefinitions in order to establish a clearer picture of what each is, and how they relate toeach
other.Evaluation of training, or, indeed of anything, consists simply of putting a value to it.
Toevaluate training means undertaking a search for the effect that it has had on the peopleand the
situations, which it influences, and then trying to measure or estimate whetherthis is advantageous
or disadvantageous.Projectsformba.blogspot.com Training acts as benchmark for hiring promoting
and career planning.  Higher customer satisfaction and lower support cost results through
improved service, increased productivity and greater sufficiency.  It gives the organization a
competitive edge by keeping abreast of the latest changes; it acts as a catalyst for change.
Projectsformba.blogspot.com knowledge.
36. Projectsformba.blogspot.comWe shall see that at the level of pure training there is an evaluation to
be made, but thatthe principal evaluation is at a higher level in the chain. First the chain of intentions
is clear at the outset 1. The forecourt attendants were to receive training to a defined level of
competence. 2. They were then to apply their new capability correctly during the service that they
gave to motorists. 3. The motorists would respond to this with a reaction of pleasure and would tend
to use that particular station rather more, thus increasing the amount of gasoline sold. 4. The
increased sales, and negligible increased costs, would improve the revenue and the profits.A
TRAINING TOOL: INSPIRING OTHERSIn the new era new era, challenges for the trainer are to
create learning environment.Trainer needs to innovate new ways design and deliver the training
inputs. Wide range oftechnique like interactive methods like teaching, experiential learning cases
inventoriesgames, including humour. Where as we have the ancient way of story telling as apowerful
tool to create learning for adult managers of industry. Sharing ones ownperception, experience and
ideas learning value can be increased exponentially.Projectsformba.blogspot.com
37. Projectsformba.blogspot.comMethods of TrainingThere are various methods of training, which can
be divided in to cognitive andbehavioral methods. Trainers need to understand the pros and cons of
each method, alsoits impact on trainees keeping their background and skills in mind before giving
training.Cognitive methods are more of giving theoretical training to the trainees. The
variousmethods under Cognitive approach provide the rules for how to do something, written
orverbal information, demonstrate relationships among concepts, etc. These methods areassociated
with changes in knowledge and attitude by stimulating learning.The various methods that come
under Cognitive approach are: LECTURES – A Method of TrainingIt is one of the oldest methods of
training. This method is used to create understanding ofa topic or to influence behavior, attitudes
through lecture. A lecture can be in printed ororal form. Lecture is telling someone about something.
Lecture is given to enhance theknowledge of listener or to give him the theoretical aspect of a topic.
Training is basicallyincomplete without lecture. When the trainer begins the training session by
telling theaim, goal, agenda, processes, or methods that will be used in training that means
thetrainer is using the lecture method. It is difficult to imagine training without lectureformat. There
are some variations in Lecture method. The variation here means that someforms of lectures are
interactive while some are not.Straight Lecture: Straight lecture method consists of presenting
information, which thetrainee attempts to absorb. In this method, the trainer speaks to a group about
a topic.However, it does not involve any kind of interaction between the trainer and the
trainees.Projectsformba.blogspot.com
38. Projectsformba.blogspot.comA lecture may also take the form of printed text, such as books, notes,
etc. The differencebetween the straight lecture and the printed material is the trainer’s intonation,
control ofspeed, body language, and visual image of the trainer. The trainer in case of straightlecture
can decide to vary from the training script, based on the signals from the trainees,whereas same
material in print is restricted to what is printed.A good lecture consists of introduction of the topic,
purpose of the lecture, and prioritiesand preferences of the order in which the topic will be
covered.Main Features of Lecture MethodSome of the main features of lecture method are: •
Inability to identify and correct misunderstandings • Less expensive • Can be reached large number

11. of people at once • Knowledge building exercise • Less effective because lectures require long
periods of trainee inactivity Demonstration Training MethodThis method is a visual display of how
something works or how to do something. As anexample, trainer shows the trainees how to perform
or how to do the tasks of the job. Inorder to be more effective, demonstration method should be
should be accompanied bythe discussion or lecture method.To carry out an effective demonstration,
a trainer first prepares the lesson plan byProjectsformba.blogspot.com
39. Projectsformba.blogspot.combreaking the task to be performed into smaller modules, easily learned
parts. Then, thetrainer sequentially organizes those modules and prepares an explanation for why
thatpart is required. While performing the demonstration, trainer:Demonstrates the task by
describing how to do, while doing • Helps the focusing their attention on critical aspects of the task •
Tells the trainees what you will be doing so they understand what you will be showing them •
Explains why it should be carried out in that wayThe difference between the lecture method and the
demonstration method is the level ofinvolvement of the trainee. In the lecture method, the more the
trainee is involved.The financial costs that occur in the demonstration method are as follows: • Cost
of training facility for the program • Cost of materials that facilitate training • Food, travel, lodging for
the trainees and the trainers • Compensation of time spent in training to trainers and trainees • Cost
related to creating content, material • Cost related to the organization of the trainingAfter completing
the demonstration the trainer provide feedback, both positive and ornegative, give the trainee the
opportunity to do the task and describe what he is doing andwhy.Projectsformba.blogspot.com
40. Projectsformba.blogspot.com Discussion Training MethodThis method uses a lecturer to provide the
learners with context that is supported,elaborated, explains, or expanded on through interactions
both among the trainees andbetween the trainer and the trainees. The interaction and the
communication betweenthese two make it much more effective and powerful than the lecture
method. If theDiscussion method is used with proper sequence i.e. lectures, followed by discussion
andquestioning, can achieve higher level knowledge objectives, such as problem solving
andprinciple learning.The Discussion method consists a two-way flow of communication i.e.
knowledge in theform of lecture is communicated to trainees, and then understanding is conveyed
back bytrainees to trainer.Understanding is conveyed in the form of verbal and non-verbal feedback
that enablesthe trainer to determine whether the material is understood. If yes, then definitely itwould
help out the trainees to implement it at their workplaces and if not, the trainer mayneed to spend
more time on that particular area by presenting the information again in adifferent
manner.Questioning can be done by both ways i.e. the trainees and the trainer. When the
traineesask questions, they explain their thinking about the content of the lecture. A trainer whoasks
questions stimulates thinking about the content of the lecture. Asking andresponding questions are
beneficial to trainees because it enhance understanding andkeep the trainees focused on the
content. Besides that, discussions, and interactions allowthe trainee to be actively engaged in the
material of the trainer. This activity helps inProjectsformba.blogspot.com
41. Projectsformba.blogspot.comimproving recall. Computer-Based Training (CBT)With the world-wide
expansion of companies and changing technologies, the demandsfor knowledge and skilled
employees have increased more than ever, which in turn, isputting pressure on HR department to
provide training at lower costs. Many organizationsare now implementing CBT as an alternative to
classroom based training to accomplishthose goalsSome of the benefits of Computer-Based
Training are:Projectsformba.blogspot.com
42. GAMES AND SIMULATIONS o BEHAVIOR-MODELING o BUSINESS GAMES o CASE
STUDIESProjectsformba.blogspot.comProjectsformba.blogspot.comAccording to a recent survey,
about 75% of the organizations are providing training toemployees through Intranet or Internet.
Internet is not the method of training, but hasbecome the technique of delivering training. The growth
of electronic technology hascreated alternative training delivery systems. CBT does not require face-
to-faceinteraction with a human trainer. This method is so varied in its applications that it isdifficult to

12. describe in concise terms.The various methods that come under Cognitive approach are : o
INTELLEGENT TUTORIAL SYSTEM(ITS) o PROGRAMMED INSTRUCTION (PI) o VIRTUAL
REALITYBehavioral methods are more of giving practical training to the trainees. The
variousmethods under Behavioral approach allow the trainee to behavior in a real fashion.
Thesemethods are best used for skill development.The various methods that come under Behavioral
approach are:
43. Projectsformba.blogspot.com o EQUIPMENT STIMULATORS o IN-BASKET TECHNIQUE o ROLE
PLAYSBoth the methods can be used effectively to change attitudes, but through
differentmeans.Another Method is MANAGEMENT DEVELOPMENT METHOD –
COACHINGCoaching is one of the training methods, which is considered as a corrective method
forinadequate performance. According to a survey conducted by International CoachFederation
(ICF), more than 4,000 companies are using coach for their executives. Thesecoaches are experts
most of the time outside consultants.A coach is the best training plan for the CEO’s becauseA It is
one-to-one interactionA It can be done at the convenience of CEOA It can be done on phone,
meetings, through e-mails, chatA It provides an opportunity to receive feedback from an expertA It
helps in identifying weaknesses and focus on the area that needs improvement Thismethod best
suits for the people at the top because if we see on emotional front, when aperson reaches the top,
he gets lonely and it becomes difficult to find someone to talk to.Projectsformba.blogspot.com
44. Projectsformba.blogspot.comIt helps in finding out the executive’s specific developmental needs.
The needs can beidentified through 60 degree performance review.PROCEDURE OF THE
COACHINGThe procedure of the coaching is mutually determined by the executive and coach.
Theprocedure is followed by successive counseling and meetings at the executive’sconvenience by
the coach. 1. Understand the participant’s job, the knowledge, skills, and attitudes, and resources
required to meet the desired expectation 2. Meet the participant and mutually agree on the objective
that has to be achieved 3. Mutually arrive at a plan and schedule 4. At the job, show the participant
how to achieve the objectives, observe the performance and then provide feedback 5. Repeat step 4
until performance improves. For the people at middle-level management, coaching is more likely
done by the supervisor; however experts from outside the organization are at times used for up-
and-coming managers. Again, the personalized approach assists the manger focus on definite
needs and improvement MentoringMentoring is an ongoing relationship that is developed between a
senior and juniorProjectsformba.blogspot.com
45. Projectsformba.blogspot.comemployee. Mentoring provides guidance and clear understanding of
how the organizationgoes to achieve its vision and mission to the junior employeeThe meetings are
not as structured and regular than in coaching. Executive mentoring isgenerally done by someone
inside the company. The executive can learn a lot frommentoring. By dealing with diverse mentee’s,
the executive is given the chance to growprofessionally by developing management skills and
learning how to work with peoplewith diverse background, culture, and language and personality
typesExecutives also have mentors. In cases where the executive is new to the organization,
asenior executive could be assigned as a mentor to assist the new executive settled into hisrole.
Mentoring is one of the important methods for preparing them to be futureexecutives. This method
allows the mentor to determine what is required to improvementee’s performance. Once the mentor
identifies the problem, weakness, and the areathat needs to be worked upon, the mentor can advise
relevant training. The mentor canalso provide opportunities to work on special processes and
projects that require use ofproficiency.Some key points on Mentoring • Mentoring focus on attitude
development • Conducted for management-level employees • Mentoring is done by someone inside
the company • It is one-to-one interactionIt helps in identifying weaknesses and focus on the area
that needs improvement Job RotationFor the executive, job rotation takes on different perspectives.
The executive is usuallyProjectsformba.blogspot.com

13. 46. Projectsformba.blogspot.comnot simply going to another department. In some vertically integrated
organizations, forexample, where the supplier is actually part of same organization or subsidiary,
jobrotation might be to the supplier to seehow the business operates from the supplier point of view.
Learning how the organizationis perceived from the outside broadens the executive’s outlook on the
process of theorganization. Or the rotation might be to a foreign office to provide a global
perspective.For managers being developed for executive roles, rotation to different functions in
thecompany is regular carried out.This approach allows the manger to operate in diverse roles and
understand the differentissues that crop up. If someone is to be a corporate leader, they must have
this type oftraining. A recent study indicated that the single most significant factor that leads
toleader’s achievement was the variety of experiences in different departments, businessunits, cities,
and countries.An organized and helpful way to develop talent for the management or executive level
ofthe organization is job rotation. It is the process of preparing employees at a lower levelto replace
someone at the next higher level. It is generally done for the designations thatare crucial for the
effective and efficient functioning of the organization.Benefits of Job RotationSome of the major
benefits of job rotation are: • It provides the employees with opportunities to broaden the horizon of
knowledge, skills, and abilities by working in different departments,
businessProjectsformba.blogspot.com
47. SIMULATION EXERCISES Case Study on Training MethodsSALES TRAINING AT ABC
COMPANYFew years ago, ABC Company developed a training strategy for training its global sales
force. An important feature of the strategy was to create a master training plan for each year. The
organization’s strategic plans, objectives, and functional tactics would drive tthis plan. Once an initial
procedure was designed it was then evaluated and critiqued thetop management, different units, and
training council. The input from thesestakeholderswould be summarized and transferred into a
master training Plan.The major question that was asked by the designers of training program was,
“whatresults do we want from salespeople after the training program is over?” Answer to
thisquestion becomes the objective of the training program.Projectsformba.blogspot.com
STRAIGHT LECTURES/ LECTURES  TRANSACTIONAL ANALYSIS  SENSITIVITY TRAINING
Projectsformba.blogspot.com units, functions, and countries • Identification of Knowledge, skills,
and attitudes (KSAs) required • It determines the areas where improvement is required •
Assessment of the employees who have the potential and caliber for filling the position OFF THE
JOB TRAINING –There are many management development techniques that an employee can take
in offthe job. The few popular methods are:
48. Projectsformba.blogspot.comThen training content was designed, videos were made. The videos
took 3 to 6 months toproduce. Video contains live production plants, clients’ offices, partner offices,
suppliers,manufacturers’ locations, and other locations.Videos were used to train sales people in
various areas, such as: • Market information i.e. about customer profile, market updates, and
computer integrated manufacturing applications, etc • Sales Process i.e. how to deal in the situation
of conflicts with customer, coaching on undesirable behavior, supplement skills developed during
live courses • Product information, such as, product usage, applications, system description, product
description, comparison with competitor’s products, etc • Policies and procedures, i.e. about sales
contests, incentive plans on achieving targets, annual bonuses, winners receiving the best
salesperson award to motivate the sales forceRepresentatives then watch video, follow the
directions, and refer to the material if facesany problem. When salespeople feel they have mastered
theAround thousands of sales persons were getting a specific video training. The salespeople were
getting training material along with the video. Salesmaterial, they would take an exam and call a toll-
free number to transmit responses toexam.Salespeople who successfully passed an exam were
factored into performance and meritreviews as well as promotional opportunities. Those who
couldn’t pass the exam wereasked to go through the material and video again before retaking the
exam. If thesalesperson failed an exam again, the reporting manager was
notified.Projectsformba.blogspot.com

14. 49. Projectsformba.blogspot.comThis case gives rise to few important questions. These questions are: •
In today’s technological world, is video still the best way to deliver training? • Is video the most
effective way to achieve training objectives? • What role did cost of development, cost of delivery,
and other constraints play in selection of video delivery system? Training Need Analysis (TNA) An
analysis of training need is an essential requirement to the design of effective training. The purpose
of training need analysis is to determine whether there is a gap between what is required for
effective performance and present level of performance. Why training need analysis? Training need
analysis is conducted to determine whether resources required are available or not. It helps to plan
the budget of the company, areas where training is required, and also highlights the occasions
where training might not be appropriate but requires alternate action.Projectsformba.blogspot.com
50. Projectsformba.blogspot.com Corporate need and training need are interdependent because the
organization performance ultimately depends on the performance of its individual employee and its
sub group. Organizational Level – Training need analysis at organizational level focuses on strategic
planning, business need, and goals. It starts with the assessment of internal environment of the
organization such as, procedures, structures, policies, strengths, and weaknesses and external
environment such as opportunities and threats. After doing the SWOT analysis, weaknesses can be
dealt with the training interventions, while strengths can further be strengthened with continued
training. Threats can be reduced by identifying the areas where training is required. And,
opportunities can be exploited by balancing it against costs. For this approach to be successful, the
HR department of the company requires to be involved in strategic planning. In this planning, HR
develops strategies to be sure thatProjectsformba.blogspot.com
51. Projectsformba.blogspot.com the employees in the organization have the required Knowledge,
Skills, and Attributes (KSAs) based on the future KSAs requirements at each level Individual Level –
Training need analysis at individual level focuses on each and every individual in the organization. At
this level, the organization checks whether an employee is performing at desired level or the
performance is below expectation. If the difference between the expected performance and actual
performance comes out to be positive, then certainly there is a need of training. However, individual
competence can also be linked to individual need. The methods that are used to analyze the
individual need are:Appraisal and performance reviewPeer appraisalCompetency
assessmentsSubordinate appraisalClient feedbackCustomer feedbackSelf-assessment or self-
appraisalOperational Level – Training Need analysis at operational level focuses on the workthat is
being assigned to the employees. The job analyst gathers the information onwhether the job is
clearly understood by an employee or not. He gathers this informationthrough technical interview,
observation, psychological test; questionnaires asking theclosed ended as well as open ended
questions, etc. Today, jobs are dynamic and keepchanging over the time. Employees need to
prepare for these changes. The job analystalso gathers information on the tasks needs to be done
plus the tasks that will be requiredProjectsformba.blogspot.com
52. Projectsformba.blogspot.comin the future. Based on the information collected, training Need analysis
(TNA) is done. Training-DesignThe design of the training program can be undertaken only when a
clear trainingobjective has been produced. The training objective clears what goal has to be
achievedby the end of training program i.e. what the trainees are expected to be able to do at theend
of their training. Training objectives assist trainers to design the training program.The trainer –
Before starting a training program, a trainer analyzes his technical,interpersonal, judgmental skills in
order to deliver quality content to trainersThe trainees – A good training design requires close
scrutiny of the trainees and theirprofiles. Age, experience, needs and expectations of the trainees
are some of theimportant factors that affect training design.Training climate – A good training climate
comprises of ambience, tone, feelings,positive perception for training program, etc. Therefore, when
the climate is favorablenothing goes wrong but when the climate is unfavorable, almost everything
goes wrong.Trainees’ learning style – the learning style, age, experience, educationalbackground of
trainees must be kept in mind in order to get the right pitch to the designof the programTraining

15. strategies – Once the training objective has been identified, the trainertranslates it into specific
training areas and modules. The trainer prepares the priority listof about what must be included,
what could be included.Training topics – After formulating a strategy, trainer decides upon the
content to bedelivered. Trainers break the content into headings, topics, ad modules. These topics
andmodules are then classified into information, knowledge, skills, and
attitudes.Projectsformba.blogspot.com
53. Projectsformba.blogspot.comSequence the contents – Contents are then sequenced in a following
manner:• From simple to complex• Topics are arranged in terms of their relative importance• From
known to unknown• From specific to general• Dependent relationshipTraining tactics – Once the
objectives and the strategy of the training programbecomes clear, trainer comes in the position to
select most appropriate tactics or methodsor techniques. The method selection depends on the
following factors:• Trainees’ background• Time allocated• Style preference of trainer• Level of
competence of trainer• Availability of facilities and resources, etcProjectsformba.blogspot.com
54. Projectsformba.blogspot.comSupport facilities – It can be segregated into printed and audio visual.
The variousrequirements in a training program are white boards, flip charts, markers,
etc.Projectsformba.blogspot.com
55. Projectsformba.blogspot.comConstraints – The various constraints that lay in the trainers mind are:•
Time• Accommodation, facilities and their availability• Furnishings and equipments• Budget• Design
of the training, etc Training ImplementationTo put training program into effect according to definite
plan or procedure is calledtraining implementation. Training implementation is the hardest part of the
systembecause one wrong step can lead to the failure of whole training program. Even the
besttraining program will fail due to one wrong action.Training implementation can be segregated
into:• Practical administrative arrangements• Carrying out of the trainingImplementing TrainingOnce
the staff, course, content, equipments, topics are ready, the training is implemented.Completing
training design does not mean that the work is done because implementationphase requires
continual adjusting, redesigning, and refining. Preparation is the mostimportant factor to taste the
success. Therefore, following are the factors that are kept inmind while implementing training
program:Projectsformba.blogspot.com
56. Projectsformba.blogspot.comThe trainer – The trainer need to be prepared mentally before the
delivery of content.Trainer prepares materials and activities well in advance. The trainer also set
groundsbefore meeting with participants by making sure that he is comfortable with coursecontent
and is flexible in his approach.Physical set-up – Good physical set up is pre-requisite for effective
and successfultraining program because it makes the first impression on participants. Classrooms
shouldnot be very small or big but as nearly square as possible. This will bring people togetherboth
physically and psychologically. Also, right amount of space should be allocated toevery
participant.Establishing rapport with participants – There are various ways by which a trainer
canestablish good rapport with trainees by:• Greeting participants – simple way to ease those initial
tense moments• Encouraging informal conversation• Remembering their first name• Pairing up the
learners and have them familiarized with one another• Listening carefully to trainees’ comments and
opinions• Telling the learners by what name the trainer wants to be addressed• Getting to class
before the arrival of learners• Starting the class promptly at the scheduled time• Using familiar
examples• Varying his instructional techniques• Using the alternate approach if one seems to bog
downProjectsformba.blogspot.com
57. Projectsformba.blogspot.comReviewing the agenda – At the beginning of the training program it is
veryimportant to review the program objective. The trainer must tell the participants the goalof the
program, what is expected out of trainers to do at the end of the program, and howthe program will
run. The following information needs to be included:• Kinds of training activities• Schedule• Setting
group norms• Housekeeping arrangements• Flow of the program• Handling problematic situations
Training EvaluationThe process of examining a training program is called training evaluation.

16. Trainingevaluation checks whether training has had the desired effect. Training evaluation
ensuresthat whether candidates are able to implement their learning in their respectiveworkplaces,
or to the regular work routines.Purposes of Training EvaluationThe five main purposes of training
evaluation are:Feedback: It helps in giving feedback to the candidates by defining the objectives
andlinking it to learning outcomes.Research: It helps in ascertaining the relationship between
acquired knowledge, transferof knowledge at the work place, and
training.Projectsformba.blogspot.com
58. Projectsformba.blogspot.comControl: It helps in controlling the training program because if the
training is noteffective, then it can be dealt with accordingly.Power games: At times, the top
management (higher authoritative employee) uses theevaluative data to manipulate it for their own
benefits.Intervention: It helps in determining that whether the actual outcomes are aligned withthe
expected outcomes.Process of Training EvaluationBefore Training: The learner’s skills and
knowledge are assessed before the trainingprogram. During the start of training, candidates
generally perceive it as a waste ofresources because at most of the times candidates are unaware
of the objectives andlearning outcomes of the program. Once aware, they are asked to give their
opinions onProjectsformba.blogspot.com
59. Projectsformba.blogspot.comthe methods used and whether those methods confirm to the
candidates preferences andLearning style.During Training: It is the phase at which instruction is
started. This phase usuallyconsist of short tests at regular intervalsAfter Training: It is the phase
when learner’s skills and knowledge are assessed againto measure the effectiveness of the training.
This phase is designed to determine whethertraining has had the desired effect at individual
department and organizational levels.There are various evaluation techniques for this
phase.Techniques of EvaluationThe various methods of training evaluation are:• Observation•
Questionnaire• InterviewProjectsformba.blogspot.com
60. Projectsformba.blogspot.com• Self diaries• Self recording of specific incidentsQualityParticularly in
those industries, which have to compete in international markets, themanagement made clear links
between training policies and the quality of work.Change in Corporate cultureContinuous training
was used to transmit new business strategies and new organisationculture.Organisational
DevelopmentIn some organisation where financial responsibilities were being decentralized,
thetraining function was also getting decentralized. In other training dept was abolishedaltogether
and all manager’s were made responsible for instruction and training.Projectsformba.blogspot.com
61. Projectsformba.blogspot.comFlexible working practicesCompany made a major training program
after making two third work forces redundant.This involved both vocational training and encouraging
employee to take educationalcourses in their free time.Training and employment packageIn certain
companies training formed part of the pay packet offered to employees. It alsohad a bearing on the
Lab our turnover percentage of employee. In other way we can sayits like cost to
company.Corporate structureIn some instances I became difficult for managers to meet business
objectives becausethey had in sufficient control over recruitment and training decision. In some other
casesrivalries between different divisions of same company, prevented the integration ofcoherent
training and personal policies at central level.The role of professinal trainersThe findings suggest
that the role of the professional trainer had undergone significantchanges. He is today not only a
mere provider or organiser of training but also is beingseen as an agent or facilitator of change. This
because today the management isintegrating training into the very culture of their organisation. In
some organisation thetrainers now have access to key decision-makers and have established
greater legitimacyfor training and development activities.Projectsformba.blogspot.com
62. Projectsformba.blogspot.comCorporate and individual training needsEvidence suggests that
numbers of organisation are effectively integrating their trainingand business strategies and progress
has been made in training for organisationaldevelopment.Although the need for continuing training of
manager and professional is being assessedon a more systematic basis this has not been extended

17. more widely.TYPES OF TRAINING METHODS ADOPTED BYRELIANCE MOBILEThe training
methods which are generally used in an organization are classified into twoi.e.1) On the job: On-the-
job training places the employees in an actual work situationand makes them appear to be
immediately productive. It is learning by doing. For jobs,that either are difficult to simulate or can be
learn quickly by watching and doing on-the-job training makes sense.One of the drawbacks to on-
the-job training can be low productivity while the employeesdevelop their skills. Another drawback
can be the errors made by the trainees while theylearn. However, when the damage the trainees can
do is minimal, where training facilitiesand personnel are limited or costly, and where it is desirable for
the workers to learn thejob under normal working conditions, the benefits of on-the-job training
frequently offsetits drawbacks.(ii) Job Instruction Training: JIT consists of four basic
steps:Projectsformba.blogspot.com
63. Projectsformba.blogspot.com (a) Preparing the trainees by telling them about the job and over
coming theiruncertainties(b) Presenting the instruction, giving essential information in a clear
manner;(c) Having the trainees try out the job to demonstrate their understanding; and(d) Placing the
workers into the job, on their own, with a designated resource person tocall upon should they need
assistance.2) Off the job: Off-the-job training covers a number of techniques – classroomlectures,
films, demonstrations, case studies and other simulation exercises, andprogrammed instruction. The
facilities needed for each of these techniques vary from asmall make shift classroom to an elaborate
development center with large lecture halls,supplemented by small conference rooms with
sophisticated audiovisual equipment, two-way mirrors, and all the frills.(i) Classroom
lectures/conferences: The lecture or conference approach is welladapted to conveying specific
information – rules, procedures, or methods. The use ofaudiovisuals or demonstrations can often
make a formal classroom presentation moreinteresting while increasing retention and offering a
vehicle for more interesting whileincreasing retention and offering a vehicle for clarifying more
difficult points. Thelecture’s liabilities include possible lack of feedback and the lack of active
involvementby the trainees.(ii) Simulation exercises: Any training activity that explicitly places the
trainee in anartificial environment that closely mirrors actual working conditions can be considered
aProjectsformba.blogspot.com
64. Projectsformba.blogspot.comsimulation. Simulation Ours is a changing and dynamic organization
which has to pay considerable emphasis on training and retraining its employees to enable them to
be competent, committed and has the capacity to change according to the external and internal
demands and pressures.Training of employees is not merely the responsibility of the management
or the trainingcell alone, but the responsibility of department managers as well. The human
resourceProjectsformba.blogspot.com Contribute towards the career progressions of the
employees by importing knowledge of an additional or reinforcing nature, developing skills and
bringing about desired attitudinal changes among them. This would not merely prove effective in
assisting them to achieve organizational goals but also enable enhancement of their self esteem and
self confidences to face external challenges. activities include case exercises, experimental
exercises, complexcomputer modeling, and vestibule training.(iii)Vestibule training: In vestibule
training, employees learn their jobs on theequipment they will be using, but the learning is conducted
away from the actual workfloor. In the 1980s many large retail chains train cashiers on their new
computer cashregisters – which are much more complex because they control inventory and
performother functions in addition to ringing up orders – in specially created vestibule labs
thatsimulated the actual checkout-counter environment.Training, as a process of long tem learning is
essentially a developmental tool.. Byeffectively utilizing this tool, the organization expects to achieve
career objectives.
65. Entry training involving new recruits and employees required to take
aProjectsformba.blogspot.com Prioritize training actions in accordance to where the training need
is more urgent.TYPES OF TRAINING ADRESSING VARIOUS TRAININGNEEDS;  Segregate
identified problems into problems requiring staff development action such as training and into

18. problems requiring other management actions, so that these problems are accurately addressed. 
Identify cause of problems faced by the organization to enable the management to train the
employees in handling the problems as well as solving the problem in a satisfactory manner. 
Compare performances of each department and each employee against objectives, targets and
standards set for them and keeping in mind future work requirements in the organization. 
Collection of information through interviewing and discussing with key personnel both inside and
outside the organization or specific departments; observing the work place, working conditions,
processes and outcomes; examining records, other written information and annual employee
appraisal. Projectsformba.blogspot.comdepartment must enable the involvement of the department
managers in the process ofemployee training and development.ASSESSMENT OF TRAINING
NEEDSThere are five steps towards the assessment and analysis of training and development ofthe
organization.
66. Development to equip employees to meet organizational changes in future.Training in Global
Business WorldWith the expansion of the organization, Human Resource job in no longer limited to
theirnative country but has extended worldwide. Localization is a key to successful expansionthat
helps in improving upon workforce connections, doing the work effectively andefficiently, and
reducing global turnover.As the organizations are expanding globally, training has become quite an
essentialingredient to improve performance. However, unavailability of budget necessary toachieve
goals results the training function to be at the bottom of priority list. Besides that,managers do not
fully adapt according to the local environment for the transfer oftraining. Very often, managers use
minimum of locally suitable resources or the mostcritical material like employee handbooks.Training
success in various countries requires cross cultural literacy i.e. understanding ofhow cultural
differences across nations can affect the way training is given. At the sametime, different cultures
may or may not be supportive in the transfer of training, in thesense that cultural factor may lower or
raise the cost of training.Case Study – A very brilliant marketing professional went to Arab for the
sale of hisCompany’s soft drink. But he came back with no results. When asked about the failure
ofProjectsformba.blogspot.com Training for change to prepare employees for job identified in near
future.  Problem resolution training to meet a shortfall or deficiency in job performance.
Projectsformba.blogspot.com new job.
67. Projectsformba.blogspot.comthe mission, he answered that he prepared three cartoons. Cartoon-1-
Displaying a manlooking exhausted and tired, is walking in desert in scorching heat. Cartoon-2-
Displayingthe same man opening bottle and drinking the soft drink. Cartoon-3- Displaying the
manfeeling alive and refresh again. Though, his strategy was good, unfortunately failsbecause he
was unaware that Arab people read from right to left. Moral here islocalization is a key to
success.There are some major barriers in the transfer of training when it comes to giving trainingin
other countries.Culture 1. Values and Norms 2. Attitude 3. Age, Gender, and Professional
StatusLanguage 1. Spoken 2. UnspokenSocial Structure 1. Individual 2. Assumptions 3. Group
Culture - Factor in Global Training ProgramCommunicating the information to different people from
different cultures and differentnationalities can give rise to many problems. Many simple things that
seem simple andstraightforward to communicate become difficult when it comes to communicating
inProjectsformba.blogspot.com
68. Projectsformba.blogspot.comdifferent environment. Giving training in one’s own culture is quite
different from givingtraining in different culture. Being a good trainer is not the only requirement
butunderstanding socio-economic and cultural backgrounds has now become an
importantpart.Values, norms, attitude are the building blocks of culture. Values means what a group
ofpeople believes to be good, bad, right, or wrong. Norms means the social rules andguidelines that
prescribe appropriate behavior. Attitude disposes a person to act in acertain way toward something
in certain situation. A trainer giving training in differentculture has to keep these things in mind before
delivering content.Instances: A good case that concerns attitude towards time in different cities:
People arevery punctual in United States.People from US tend to come little early for any meeting,

19. or when invited for dinner,party to someone’s home because in their culture it is considered to be
polite to arrive ontime. In Great Britain, people tend to come late for any appointment. If called at 5
P.M.,that means come at 5.30 or 6 P.M. Even for Argentineans, coming on exact time is far tooearly.
For instance, In US, if the trainer gets late for a scheduled training session it istreated as a breach of
etiquette. And it may result in loss of trainer’s respect and failure intransfer of training.Age, Gender,
and Professional Status – Different cultures give different regard to age,gender, and professional
qualification. For example, in Japan, people give high regard toolder people. Older people are
regarded as having greater knowledge, skills, wisdom, andProjectsformba.blogspot.com
69. Projectsformba.blogspot.comabilities. Respect in the sense that people are more willing to listen to
and seriouslyconsider the information. In such a culture, a young trainer might have to work harder
togain attention and face problems in executing the program and transfer of training.Similarly, some
countries are also biased about the gender. Like in Gulf countries,women’s role is limited to
households only. In such a culture, it is not possible forwomen trainers to undergo training programs
because people will not be as receptive asin other culture.Same is with high professional status- the
higher the qualification of the trainer, the morewill be the importance attached to the information.
Language Problem in International Training and Development ProgramsLanguage comprises of both
spoken and unspoken means of communication. Bestest ofthe best training program will fail if trainer
is not well versed in communicating trainees’language. Language is one of the most important
ingredients of culture.Spoken Language– Trainees’ receiving training prefer to speak in their own
languageand trainer being able to speak the local language can help establishing rapport
amongtrainees, which may be very important for the transfer of training. Language is one of
themajor barriers when it comes to giving training in cross-cultural environment. Chinese isthe
mother tongue of the largest number of people (shown below), followed buy Englishand Hindi.
Percentage of the people speaking their first languageProjectsformba.blogspot.com
70. Projectsformba.blogspot.comUnspoken Language– means non-verbal communication, a very
important part ofcommunication. It is a communication that uses body movements and gestures
such as,raising eyebrows, smiling, hand movements, facial expressions, etc. A failure tounderstand
unspoken language can lead to a failure of communication because bodylanguage is not the same
in every culture.For instance, raising eyebrows is a sign of recognition in most cultures, but in
somecultures, it’s not. Similarly, making a circle with the thumb and forefinger is a friendlygesture in
the US, but it is obscene invitation in Turkey and Greece. Also, thumbs-upgesture is used to indicate
that “its fine” in the US and Europe, but it is vulgar gesture inGreece.Another case of unspoken
language is the amount of distance between the persons talkingto each other. In Latin America, the
distance adopted by parties in a business discussionis 3 to 5 feet while in the US, it is 5 to 8 feet. In
the training context, if the trainer givestraining in Latin America and maintains a much larger distance
than desired in theirProjectsformba.blogspot.com
71. Projectsformba.blogspot.comculture, then in turn, it may result in a regrettable lack of rapport
between the trainer andthe trainee.Therefore, using the right body language is very important in
cross-cultural training. Global Training Class – Social StructureSocial Structure refers to basic social
organization. It consists of many aspects such as,the degree to which the social organization laid
emphasis on the individual, as opposed tothe group.Individualism–Some countries emphasizes on
individual achievement. Western countries emphasize onindividual performance, this in turn, leads to
high level of creativity, high degree ofmanagerial mobility, entrepreneurial activity, etc. On the other
hand, encouragingindividualism also make it difficult to work in teams. It may be difficult for them to
co-operate which may serve as an obstruction in smooth flow of training.Group– In most of the
countries, group is the primary unit of organizations. Like inJapan, the social status of an individual is
determined as much as in by standing of thegroup. This may lead to better cooperation; on the other
hand it suppressesentrepreneurial activity, individual creativity, etc. This in turn, may result, in loss
ofrecognition of individual achievement at work after training.Therefore, trainer has to keep in mind

20. the factor of the individual and the group whilegiving training because encouraging a particular
individual in Japan might be consideredas impolite or vice-versaProjectsformba.blogspot.com
72. Projectsformba.blogspot.comAssumptions – We all make assumptions every day. It may be positive
or negative, goodor bad. Assumptions influence our attitudes, perceptions. Most people see what
they wantto see and believe what they want to believe. It some times leads to coinciding and
sometime clashes. This tendency to make assumptions and forming attitudes regarding
certainthings can be a big problem in a cross-cultural training. Differences in assumptions cansome
times be very problematic. As an example, trainer may believe that if the traineesdo not question,
they understand the content. On the other hand, trainees may believe thatif they will ask question,
the trainer might think they are dull.Presumptions can some times result in disrespect, distrust or
resistance to changebehavior after training. For instance, trainees might misinterpret trainer because
of hisdifferent accent, appearance, style, or anything. Lack of interest of trainees de motivatestrainer
to transfer expertise and skills. This can lead to discomfort and misjudging theother’s motives and
goalsIt is important to analyze the audience on the factors of customs, values, and language incase
of cross-cultural training. Stakeholders in TrainingThere are three major stakeholders in training
program 1. The Organization 2. The Trainee 3. The Trainer Stakeholders in the training take a
training plan forward, perhaps over a period of one year, and sets parameters and priorities for the
implementation stage. General Questions, which are asked in relationships to the training systems,
are:Projectsformba.blogspot.com
73. Projectsformba.blogspot.com • What type of training is required? • Why the training is required? •
What is the budget of the training? • What are the most sensitive and critical areas? • How the
training will be carried out? • By whom the training program will be carried out? • Where and when
will the training program be carried out? Role of Organization in Training and
DevelopmentQuestionnaire on Study on Effectiveness of Training & DevelopmentAn organization
has a very close relationship with the trainee and the trainer because it
isProjectsformba.blogspot.com
74. Projectsformba.blogspot.comthe first contact for both.The demand for the training in the organization
increases when the organization wants:• To hire new people – training as a means of training new
recruits• To Expand – When the company wants to increase its headcount• To increase certain
number of staff (in position) by a certain date• To enhance the performance of employees•
Organization’s name to be a part of training unit. Demand for training also increases when there is
change in the nature of job, change in taste of consumer, change in methods of product
development, etc. The organization goes through the following steps for the transfer of training to the
field. Trainee – Role of Trainee in Transfer of TrainingBut the problem arises when the organization
outsource the training process. In thissituation the organization assumes that the trainer must be
aware of the type of trainingProjectsformba.blogspot.com
75. Projectsformba.blogspot.comneed s of the participants and their organization and their content will
meet those needs.This leads to failure of the program, which results in collusion. Therefore, it’s a
foremostduty of the organization to make the trainer and their organization aware of their
culture,climate, responsibilities of organization, etc.The trainee is a major stakeholder in a training
program. The whole training program isdeveloped for the trainees only. Each candidate plays an
important role in the transfer oftraining because one participant’s attitude regarding the training
influence the otherparticipants and also each participant can assist by advancing the learning
process torealize the training objectives. Participant’s willingness to invest in the program is directly
proportional to thebenefits of the learning that the trainee could expect. Each participant forms
theirown perception towards training. Some perceptions remain the same during theprogram, while
some faded depending upon the assessment of a program by theparticipant Some personal factors
that affect the trainee’s learning are: • Family Situation • Personal Problems • Relation between the
training program and personal objective • Level of self esteem • Benefits expected from training •

21. Comfort level with the trainer • Learning style of trainee • KSA of
traineeProjectsformba.blogspot.com
76. Projectsformba.blogspot.com • Previous training experiences • Desire for professional growth and
development Some environmental factors that affect the trainee’s learning are: • Relationship with
colleagues and subordinates • Training team • Trainer team • Training objective • Content of training
• Training design i.e. methods, techniques, and strategies • Environment in the program •
Composition of training group • Infrastructure i.e. eating facilities, tea/coffee breaks No matter how
good the training program is, in the end it is the participant onlywho decides whether to change his
behavior or not. Trainees do not change theirbehavior merely because someone tells them to do.
They change when they feelthere is a need of it. They do it with their own learning style. The trainer
and theorganization can only try to remove the mental blocks of the trainee, rest dependson trainee
itself. Importance of Trainer, Role of Trainer The effective transfer of training depends a lot on the
trainer because it is thetrainer only who can remove the mental block of trainee, motivate the trainee
tolearn, delete the negative perception of the trainee regarding the training. Besidesall that, a lot
depends on personality of trainer also.Projectsformba.blogspot.com
77. Projectsformba.blogspot.comThe major competencies that are required to be present in a trainer
are: • Presentation Skills • Business Skills i.e. budgeting, time management, negotiation, etc. •
Content Development i.e. material production, graphics, layouts, etc • Self development i.e.
interpersonal skills, good listening skills, flexible, accepting the share of accountability, etc Trainer’s
Skills The skills that need to be present in a trainer are: • Training Design • Evaluating the training
program • Training need analysis • Worksheet design • Exercises design Role of
TrainerProjectsformba.blogspot.com
78. Projectsformba.blogspot.com Facilitation Of Training Facilitation of Transfer of Training through
Focus on Trainee and Organization Intervention Focus on Trainee Focus on Organization
Intervention Focus on Trainee Training is successful not only with good training design and training
objectives but also with the readiness and willingness of the trainees. For the training to be
successful, three things are required,Projectsformba.blogspot.com
79. Projectsformba.blogspot.com 1. Motivation 2. Knowledge, Skills, and Attitudes (KSAs) 3.
Expectations towards Training Expected Performance is directly proportional to the multiplication of
motivation,required KSAs, and expectations towards training i.e. Motivation – If the trainee is not
motivated to learn, no learning is likely tooccur no matter how good the training methods are, or how
talented the traineesare. Therefore, it is important to intervene before training and provide them
theinformation about the learning outcome that they can expect and how the learningoutcome will
help in achieving the objectives. This increases the motivation tolearn and to be successful in
training. Expectations – Positive expectations matter a lot in a training program. If thetrainee
perceives the training as waste of time, and waste of resources, no learningis likely to occur. No
learning is possible with negative perception. On the otherProjectsformba.blogspot.com
80. Projectsformba.blogspot.comhand, if the trainee believes and expects that the training would help
him toimprove upon his professional skills and would further help him in achieving hispersonal goals,
the probability of training to meet the objective increases. Knowledge, Skills, and Attitudes (KSAs) –
It is important that theselectedtrainees should have the right KSAs for the training because even if
the methodsand contents of the training is good but the candidates do not have the right KSAs,the
training program will fail. Also the training methods would not be effective ifthe candidates are
lacking the desired skills. Therefore, proper selection techniqueis must that would ensure that hired
have the requisite KSAs to be successful intraining.Facilitation of Training Through Organization
Intervention Failure of training is not always because of lack of KSAs but sometimes it isbecause of
the organizational forces also. These forces also hold back the transfer oftraining, and learning.
Therefore, it is important to keep in check those forces. For thesuccessful transfer of training, it is
necessary to have supervisor support, trainer support,peer support, reward system, climate and