Abstract: ABSTRACTTraining has now been developed as an important means of Human Resource Management to control the turnover of employees as it helps in motivating employees by suggesting them means to achieve their professional and personal goals. The researchers and practitioners have constantly emphasised on the importance of training due to its role and investment. For the purpose of the study data was collected from the non-executives of Monnet Ispat & Energy Limited, Raipur. Factor Analysis was performed to identify the underlying factors from an array of important variables. In this paper the authors have proposed the training redial which can be used to develop framework for staff training in organisations.Keywords: Training Priority Matrix, Kaiser Criterion, Factor Analysis, Training RedialINTRODUCTION:Training has now been developed as an important means of Human Resource Management to control the turnover of employees as it helps in motivating employees by suggesting them means to achieve their professional and personal goals. Karthik R (2012) opined that training objectives tell the trainee that what is expected out of him at the end of the training program. Training objectives are of great significance from a number of stakeholder perspectives; Trainer, trainee, designer, evaluator. Seyler, Holton III, Bates, Burnett and Carvalho (1998) highlighted that in the continuous changing scenario of business world, training is an effective measure used by employers to supplement employees' knowledge, skills and behaviour. Further Tan, Hall and Boyce (2003) highlighted that companies are making huge investment on training programmes to prepare them for future needs. The researchers and practitioners have constantly emphasised on the importance of training due to its role and investment. Training Priority matrix proposed by Kalaiselvan & Naachimuthu (2011) highlighted that training cost and business benefits are drawn on X and Y axis respectively. Four quadrants were identified to highlight (i) strategic (Lower training cost and higher business benefits), (ii) Payback (Higher training cost and higher business benefits) (iii) Think (Lower training cost and lower business benefits) (iv) Drop (Higher training cost and higher business benefits)MODELS OF TRAINING:There have been various approaches to identify the factor affecting a training programmes for instance Subramanian, Sinha and Gupta (2012) developed ROI plan document which captures information on several key issues necessary and the factors related with training: (i) significant data items (ii)the method for isolating the effects of the training and education programme (iii)the method for converting data into monetary values (iv)the cost categories, noting how certain costs should be prorated (v)the anticipated intangible benefits (vi)the communication targets to receive the information and (vii)other issues or events that might influence programme implementation attitude into appropriate behaviour. Chih , Li and Lee (2008) indentified that a training programme is dependent on the following parameters for its success (i) perceived value of leaning programme (ii) attitude to teacher (iii) response to learning conditions (iv) desire to learn: the degree to which trainees really want to learn and do well. Giangreco, Sebastiano, and Peccei (2009), identified three key determinants of overall satisfaction with training (OST) namely (i) perceived training efficiency (PTE), (ii) Perceived usefulness of training (PUT) . Further application bridge model developed by Bates and Davis (2010) stressed that usefulness of training programme is possible only when the trainee is able to practise the theoretical aspects learned in training programme in actual work environment. They highlighted the use of role playing, cases, simulation, mediated exercises, and computer based learning to provide exposure to a current and relevant body of knowledge and real world situations. …
Publication Year: 2013
Publication Date: 2013-01-01
Language: en
Type: article
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