英语论文网

dered successful only when the knowledge gained by the participants of various programs is transferred to their job performance. All formal training activities conducted by the Training Centers at Head Office and at Regional Offices are in line with the organizational needs. Formal training efforts of the Training Centres are directed towards supplementing the primary training process which takes place on-the-job. (Hale, 2005)

Training is the corner-stone of sound management, for it makes employees more effective and productive. It is actively and intimately connected with all the personnel or managerial activities. It is an integral part of the whole management program, with all its many activities functionally interrelated. There is an ever present need for training men so that new and changed techniques may be taken advantage of and improvements affected in the old methods, which are woefully inefficient. Training is a practical and vital necessity because, apart from the other advantages, it enables employees to develop and rise within the organization, and increase their “market value”, earning power and job security. It enables management to resolve sources of friction arising from parochialism, to bring home to the employees the fact that the management is not divisible. It moulds the employees’ attitudes and helps them to achieve a better co-operation with the company and a greater loyalty to it. Training, moreover, heightens the morale of the employees, for its helps in reducing dissatisfaction, complaints, grievances and absenteeism, reduces the rate of turnover (Landale, 1999).

Further, trained employees make a better and economical use of materials and equipment; therefore, wastage and spoilage are lessened, and the need for constant supervision is reduced. The forms and types of employee training methods are inter-related. It is difficult, if not impossible; to say which of the method or combination of methods is more useful than the other. In fact, methods are multifaceted in scope and dimension, and each is suitable for a particular situation. The best technique for one situation may not be best for different groups or tasks. Care must be taken in adapting the technique/ method to the learner and the job. An effective training technique generally fulfills this objective; Provide motivation to the trainee to improve job performance
Develop a willingness to change, provide further trainee’s active participation in the learning process.
Provide a knowledge of results about attempts to improve (i.e. feedback), and permit practice where appropriate (Landale, 1999)

培训需要---NEED FOR TRAINING

The need for the training of employees would be clear from the observations made by the authorities
To Increase Productivity: “Instruction can help employees increase their level of performance on their present assignment. Increased human performance often directly leads to increased operational productivity and increased company profit.” Again, “ increased performance and productivity, because of training, are most evident on the part of new employees who are not yet fully aware of the most efficient and effective ways of performing the jobs.”

To Improve Quality: “Better informed workers are less likely to make operational mistakes. Quality increase may be in relationship to a company product本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。