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n the specific knowledge, skills, attitudes or behaviors. To be effective performance of an individual, training should involve a learning experience, be planned organizational activity and to be designed to reach needed goals while simultaneously meeting the individual goals. Usually training focuses on the immediate period to help fix any current deficits in employee skills. Many organizations look at the training and career development as an integral part of the Human Resource Development (Bernardin, 2005).

Training is viewed as a positive sign among employees; in many organizations 75% employees undergo training for the betterment of job performance. Companies are offering a variety of training programs to meet their goals. These include content on information technology and systems; process, procedures and business practices; industry specific training; managerial training; interpersonal skill; sales; Executive development; basic skills; employee orientation; customer service and quality (Bernardin, 2005) .

The overall training objective is to develop required knowledge, skills and attitudes of our employees so that they can perform more productively and achieve the business goals. It is recognized that the employees learn primarily from on-the-job experience. Therefore, in achieving this objective, the primarily contribution is from on-the-job training and supporting contribution from the formal training effort.

To impart basic knowledge and skill to new entrants and enable them to perform the job well.

To equip employee to meet the changing requirement of the job and organization.

To teach the employees the new technique and ways of performing the job or operations.

To prepare employees for higher level task and build up a second line of competent managers (Andrew Mayo, n.d).

Need for training

An increased use of technology in production.

Labor turnover arising from normal separations due to death or physical incapacity, for accidents, disease, superannuation, voluntary retirement, promotion within the organization and change of occupation or job.
Need for additional hands to cope with an increased production of goods and services.

Employment of inexperienced, new or badly labor requires detailed instruction for an effective performance of a job.

Need for reducing grievances and minimizing accident rates.

Need for maintaining the validity of an organization as a whole and raising the morale of its employees.

Collectively, these purposes directly relate to and compromise the ultimate purpose of organizational training programs to enhance overall organizational effectiveness (Wilson, n.d).

在职培训---ON-THE-JOB TRAINING

Virtually, every employee, from the assistant to company’s chairman gets some on-the-job training when he joins a firm. Since most jobs in an industry can be learnt is a relatively shorter period of time this method is widely used. It has the advantage of strongly motivating the trainee to learn since it is not located in the artificial situation of a class room. The fact that the success of the system depends almost entirely upon the immediate superv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。