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Training is an important factor in all firms' business strategy, but firms don't assess the impact of training programmes over the employees all the time. Training is effective only if it produces desired outcome. When the organization is implementing a
training programme, there should be an ideal forum on which the evaluation scheme can be built, and assessment of effectiveness of training and development activities can be done. The article elucidates the impact of an effective training programme on the career growth and development of employees. I have also put forward some suggestions for increasing the effectiveness of the training that will help the organization to step into a bright future.

Training & Development: A Prologue

Intensifying business performance is an expedition, not a destination. The success of business operations depends upon the ups and downs of the employee performances. Hence, the HR managers started looking for the methods to boost the performance and efficiency of its workforce to carry out the work today, and to train them for meeting tomorrow's goals. Training programmes were developed many years ago, but now-a-days, it has become a crucial factor in companies with certain objectives in mind. Training and development practices should boost up performance and develop the skills, knowledge and expertise of the employees. The vital objective of training is to build-up right ability and capability in the labor force so that they can perform to meet the needs, wants and expected returns of the employers.¹

The training procedure comprises of three phases: -

Phase 1: Pre-Training

This may also be called as the preparation phase. The process starts with identification of the circumstances requiring more efficient performance. A firm's concern prior to training lies primarily in four areas: Clarifying the precise objectives of training and what the organization expects to make use of the participants after training; selection of appropriate participants; building favorable expectations and inspiration in the participants before training; and planning for any changes that improved task performance requires in addition to training.

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* Contributed by: -
Smitha Das holds Bachelor's Degree in Commerce & MBA with specialization in HR & Marketing from Mahatma Gandhi University. She has about 2 years of research experience in HR & Marketing. Currently working as Research Associate at ICFAI Business School, Kochi, she is in the editorial team involved in publishing professional reference books. She has authored various articles for books & management magazines published by ICFAI University Press.
Article posted on August 24, 2008.