Contemporary Issue on Seminar A Study On

Employees training programs and management development

In The Partial Fulfillment of MBA Degree

2009-2010
Rajasthan Technical University, Kota

Submitted By: To: Hemant Joshi

Submitted

Mr.Rajat mendiratta

Apex Institute of management & Science, Jaipur

ACKNOWLEDGEMENT

I hereby declare that the above mentioned information regarding the contemporary issue on employee training and development programs are as true as per my knowledge. I am very thankful to Mr. Rajat mendiratta that he believed on me and support me for preparing this report. I also very thankful to my friends to help me in collecting the information regarding the topic. How can I forget the most thing internet where the vast amount of information is available, thanks to science for giving us most useful gift called computer.

Preface
The underlying aim of the seminar on contemporary issue as an integral part of M.B.A programme is to give presentation by the students on the issue. The topic of my seminar is employee training and development programs. This report contains the information regarding the imployees training and development programs and how they are important.
Such type of presentation helps a student to visualize and realize about the congruencies between the theoretical learning in the premises of college and actual followed by the organization. It gives the knowledge of application aspect of the theories learnt in the classroom.

This report also contains the method of training programs conducted by organization to enhancing the knowledge and skill in them.

CONTENT
Meaning and definition. Objective of training programs. Areas of training. A systematic approach to training. Employee training method. Example of training investment. Importance of training. Why training is often neglected. Management Development. Management development method. Principle of executive development. Page no. 1. 2. 3. 5. 7. 12. 12. 14. 15. 17. 26.

INTRODUCTION
Employees training programs are an integral part of an organization. It helps in enhancing the technical knowledge and skill in employees. Apart from training management development programs also help manager to improve their management skills like motivating, coordinating, controlling, planning, decisionmaking and the most important is communication. These training and development programs helps in increasing the efficiency and productivity of the organization. Training and development programs are not the new concept, but they are existing right from the existing of human being in this earth, the only thing is that its format has been changed. In this report it is mentioned that how and why these training programs are important for an organization. For a newly recruited employee these training programs helps him in understanding what to do with his job. Not only for newly recruited employees but also for already existing employees these programs are proved very fruitfull. But still these training programs are often avoided by organization and also by employees. In this report we will discuss the different types of training and development programs conducted by organization and how these programs brings improvement in employees in detail.

THERE IS NOTING TRAINING CAN NOT DO; NOTHNG IS ABOVE ITS REACH;IT CAN TURN BAD MORALS TO GOOD, IT CAN DESTROY BAD PRINCIPLES and CREATE GOOD ONES, IT CAN LIFT MEN TO ANGELSHIP. Mark Twai.

The quality of employees and their development through training and

education are major factors in determining long-term profitability of a small business. If you hire and keep good employees, it is good policy to invest in the development of their skills, so they can increase their productivity. Training often is considered for new employees only. This is a mistake because ongoing training for current employees helps them adjust to rapidly changing job requirements. MEANING AND DEFINITION : Different authors have different views regarding the training programs for employee. Some of them are as follows: 1: According to Michael Armstrong training is the Systematic development of the knowledge, skills and Attitudes required by an individual to perform adequately a given task or job. 2: According to Edwin B Flippo training is the act of Increasing knowledge and skill of an employee for doing a particular job. Both the definition have the same meaning i.e. the training enhances the skill and capabilities of the Individuals in an organization. For training to be successful, the employee has to Be convinced of its utility and effectiveness. A Successful training program improves the performance of an employee which in turn enhances organizational performances. Training is an essential part of the organization program for new recruits in an organization. If the selected employee is not trained appropriately then the investment made by organization in recruiting the employee might not give the expected benefits. In fact, every organization irrespective of its size or Nature of operations, need to provide training to its Employees at various stages of their career. The basic purpose of training is to bridge the gap between job requirements and present competence of an employee. Objectives of training programs: The main objectives of training programs are as Follows: 1.)Improving employee performance :-when an employee is recruited by an organization,he might not have all the skills required to carry out his job. Training the Employee at this stage help him learn his job faster and ensures better performance. Training also helps

In bridging the gap between the actual and expected Performances of the employees by enhancing their Knowledge and skill. Further, it helps the employees Improve their performance to meet organization performance standard. 2.)Updating employee skill:-It is important for the management to continuously evaluate and adopt any technological advances that can help the organization function more effectively and efficiently. Technological change may result in job changes in terms of the tasks and activities involved. Training enables employees to update their skills and helps Integrate the technological changes successfully into organizational systems and processes. 3.)Avoiding managerial obsolescence:- Managerial obsolescence is the failure to adopt new methods and processes that can improve employee and organization performance. rapid changes in the technical, legal and social environments have an impact on the way manager perform their jobs, and those who do not adapt to these changes become obsolete and ineffective. 4.)Preparing for promotion and managerial succession: Training helps an employee acquire the skills required to assume greater responsibilities. It makes the transition from an employees present job to next one, easier and smoother. 5.)Retaining and motivating employees:- One way to motivate and retain employees is through a systematic program of career planning and development. employees feel cared for and consequently become more motivated and committed. Organization should therefore provide such training that helps in retaining promising employees. 6.)Creating an efficient and effective organization:- A manager who has well trained and well equipped employees need to spend less time supervising them. Accident at workplace can also be reduced by effective training of the employees. organizational stability can also be improved by the creation of a reservoir of skilled employee who can help an organization sustain its effectiveness even in times of high attrition. Training enhances the overall performance of an organization in various ways. Training imparted in one area can benefit the organization in many other areas. For example, training in managing interpersonal relationship in an organization can increase organizational productivity by improving teamwork. AREAS OF TRAINING The major areas where employees are normally trained in an organization are discussed below: 1.)Company policies and procedures:- Understanding company policies and procedures is important for any employee of the organization. An employee should

acquaint himself with the organizations rules, practices, processes and procedures, apart from the organizational culture, structure, and business. Training in this area helps the employee work with conviction and confidance. This is more important for an employee who is new to the different aspect of the organizational policies and procedures. 2.)Skilled- based training:- Employees should be provided training to match the skill requirements of the jobs they perform. Such training helps in improving the employees job effectiveness. Skilled-based training should also be imparted to enable the employees adapt to technological changes. 3.)Human relations training:-In an organization, employees interact with their peers, supervisors, subordinate ,suppliers and customers. They might also have to interact with other external agent like government agencies or legal bodies. It is important for employee to know how to manage their professional relationships. Human resource training is essential to improve the employees skills in the areas of self-learning interpersonsl skill, group dynamics, perception, leadship style, motivation, disciplinary procedure, grievance redressal, and so on. 4.)Problem solving training:- Every employee encounters problems in the course of his work in and organization. These can range from simple operational problems to major decision-making problems. Training in problem-solving skills equips an employee to deal successfully with such problems. 5.)Managerial and supervisory training:-All employees in an organization, at some point of time perform managerial and supervisory function such as plan-ning, organizing, directing, controlling and decision making, Thus ,training in these areas is essential for employees as they move ahead in their career paths to assume position of increased responsibility.

A Systematic Approach to Training

Identify Training Needs Present Job Desired Performance Gap Performance

Setting Training Objectives and Policy

Designing Training Programme

Conducting the Training

Follow up and Evaluation

Identify the Training Needs

Organizational analysis
Analysis of objectives Resource utilization analysis Analysis of organizational climate

 Environmental scanning Task or role analysis Manpower Analysis

Designing a training Programme

Distribute the responsibility of Training Selecting and Motivating the target group Preparing the Trainers Developing Training Package Presentation Performance Tryout Follow-up

Conducting the Training (Methods and techniques of Training)

On-the Job Training (Job Instruction Training) Off the Job Training Vestibule Training Apprenticeship Training Classroom Training Internship Training

EMPLOYEE TRAINING METHODS The training methods used by organization can be basically categorized into two ways i.e. a.)On-the-job. b.)Off-the-job. We will discuss these method one by one. a.)On-the-job methods:- On- the-job training takes place in a real job environment where the trainee is exposed to an actual work situation.The major advantage of this method is that the trainee get hands on experience. On-the-job training methods can also be used if the Organization does not have the resources to simulate the work environment. The disadvantage of on-the-job training is that,as the trainee is still going through the learning process,any mistake he commits on the job might result in a loss to the organization.Hence when choosing this method,the organization should assess the damage that could be caused due to the mistake by the trainee. On-the-job training methods are again categorized in different types.Some of them we will discuss over here. (i)Job Instruction. (ii)Apprenticeship. (iii)Job Rotation. (iv)Committee Assignments. Now we discuss these method one by one. (i)Job Instruction:- In this method of training,the trainee is given instruction by the trainer while performing the job on the site and any doubts of the trainee are cleared immediately. This method is very popular because the trainee can discuss his problems in performing the job immediately with the trainer. Normally, a trainer/supervisor/co-worker acts as the ins tractor. Demonstration by the trainer and repeated practice by the trainee,helps the trainee to masterjob. After sometime,the trainee gains the skill and confidance to performe the job without the supervision of the trainer. (ii)Apprenticeship and coaching:- Individuals seeking to enter skilled trades,like those of carpenters,electricians etc,are required to go through formal apprenticeship under experienced employees,before they join their regular jobs. The apprenticeship period typically range from one year to five years.Apprentices are not employees of the organization and are not governed by the any of the

laws that are applicable to regular employees.They do not even figure on the organizations rolls. Coaching is similar to apprenticeship where the coach act as a model for the trainee to emulate.Typically, the supervisor ,or the H.R.professionals function as a coach in training the employee. Coaching is less formal than an apprenticeship program because it is provided when needed,rather than being a part of more planned,structured program. Participation,feedback and knowledge transfer to job are generally high in coaching. (iii)Job rotation:-This is a training method where the trainee is placed on various jobs across differen function in the organization.The trainee gains cross -functional knowledge and is equipped to take up different jobs.The time spent on each of the jobs ranges from one or two days or several weeks. Under job rotation,the trainee moves from one job to another,and gain job knowledge and learns new skills from his trainers and supervisors in each of the different jobs assignment.This cross-functional knowledge helps the organization in times of acute manpower. (iv)Committee assignments:- Under the committee assignment method,a group of employees are given an actual organizational problems and are asked to find a solution.The trainees develop their team-management skills,interpersonal skills,communication skill problem solving skills and leadership skill while solving the problem as a group. b)Off-the-job training:- When training is performed on the job,any mistake by the trainee might result in damage to the organization.To avoid such situation off job training method is used.These are of different types. Types of off-the-job training (i)Class room lectures. (ii)simulation exercise. (iii)programmed Instructions. We will discuss each of it one by one. (i)Class room lectures:-This approach is widely used for helping the employees understand the rules,proceduer and policies of the organization or any amendments therein.The lecture method works effectively if it is made interesting with the help of audio-visual tools and suitable demonstration.The trainer should actively involve the trainees and make the session more inter- active.A two-way communication makes a session lively and interesting.Giving and taking feedback helps the trainer improve his own performance and that of the trainee too.

(ii)Simulation exercise:- In this method of training, the trainee is exposed to an artificial work situation that closely resembles the actual work situation. In situation where the organization can not afford any mistakes by the trainee during on-the-job training , simulation exercise are of great help. Simulation exercise are of different types.Some of them are as follow: a.)Case exercise. b.)Experiential exercise. c.)Computer modeling. d.)Vestibule training. e.)Role playing. Let them discuss one by one. (a.)Case exercise:- In this method,a real-life problem encountered in the organization is presented to the trainees in the form of a case study. They are then asked to analyze the case and present their views and recom- mendations for solving the problem. They also have to suggest alternative courses of action to provide for contingencies that might arise. (b.)Experiential exercise:- In these exercise, the trainer Simulates situations where the employees are exposed to actual work situation. For example, the trainer can create a situation where the employees are required to work in teams. After the exercise is complete, the trainer discusses the behaviour of the employee during the exercise with the group. He appraises the trainees about their performance and discusses the exercise with the help of theoretical concepts. In this way, the employees learn quickly and also understand their mistakes and problems easily. Hence, in experiential exercise, employees learn through direct experience. (c.)Computer modeling:- Advances in technology have made training easier these days. computer modeling is a technique whereby the dimensions of the job are programmed into the computer; working with the computer model allows direct learning to take place. The costs and risks of on-the-job training are avoided. In this method as the trainee gains real time experience by working on a computer. This kind of simulated training is used in training Pilots and defence personnel, where the cost of any mistake by the trainee is huge and can even be fatal. In this method, the trainee has the opportunity to learn from his mistakes. (d.)Vestibule training:- This is the training method where the actual work conditions are simulated and equipment used by the trainees is similar to what is used on the job. In this way the trainee gain experience of using the equipment without any pressure of work or cost involved.

(e.)Role playing:- Role playing is described as a method of human interection involving realistic behavior in imaginary situation. The trainees assume the roles of different characters in the organizational context. For example, some trainees may form the H.R. department while others form he labour union. A role play basically helps in improving the negotiating skills, communicatIon skills,people-management skills of the employees. (iii)Programmed Instruction :-In this method of training, the trainee is given a series of questions after he studies the relevant material required for the accomplishment of the job. After the trainee answers the question, he is given immediate feedback whether it is right or wrong.If he answer correct,he is asked to proceed to the next question but if it is wrong, he is asked to refer back to material.

Examples of Training Investments

Industry and government in the United States spend approximately billion each year on employee training and education. Average Japanese companies spends about 6% of budget on training.

$90

Study of major automobile manufactures found U. S automakers spend about 40 hours training new employees compared to 300 hours for Japanese automakers. Motorolas CEO required all divisions to spend at least 2% of budget on training. Over next 7 years, profits increased 47% and it was estimated that each $1.00 in training yielded $30.00 in return.

Importance of training
Higher productivity Cost reduction Low employee turnover Better organizational climate Reduce accidents High morale Better satisfaction Personal growth

Trends in Proportions Viewing Skill Shortages as a Serious Problem

70% 60% 50% 40%

30% 31 % 48% 55% 57% 60% 55% 58% 59% 61 %

1996 2002 c 20% 2005

1 6%

30% 20% 10% 0% Private Managers Public Managers Private Labour Public Labour

Then why is training often neglected? Urgency of need Training time Costs Employee turnover Short-term worker Diversity of worker Kinds of jobs (simple-complex) Not knowing exactly what you want your people to do and how.

IN NUTSHELL: TRAINING ACTIVITIES SHOULD BE ALIGNED WITH OVERALL OBJECTIVE OF THE ORGANISATION, WITH A MEANINGFUL EMPHASIS ON VALUE ADDITION TO OUR HUMAN RESOURCES.

MANAGEMENT DEVELOPMENT

The

term training has been traditionally used to describe the acquisition of technical knowledge and skill. Management development, on the other hand refers to the method and activities designed to improve the skills of manager or prospective managers. While training helps employees to improve their performance in current jobs, development grooms them to handle future responsibilities. Though the distinction between training and development is often blurred, it is important to note the major difference between the two.

Management

development activities generally focus on a broad range of skill While trainings training programs concentrate on a limited number of technical skills. For example, a training for a software developer involves enhancing of technical skills, whereas a development program would involve a wide variety of interpersonal skill and managerial skill, like planning, organizing, leading, communicating, motivating and decision making. Many companies undertake Training and development activities simultaneously. Some of the major firms that use training and development program simultaneously are: (1.)WIPRO AT Wipro, employee development is carried out by building associations with elite instituations and allowing employees to improve on their existing qualifications. The wipro academy of software excellence is aimed at Preparing some of the best Bachelor of science students for the application programming environment. The course equips fresh graduates with necessary skills to work in application in a growing software company, instilling the need of a quality process. Wipro leadership program is designed to identify the skills of the Wipro leader for his appropriate level in the organization. Each leaders skill is examined and plan is developed to help develop on those skill and acquire new ones. (2.) Dell Dell learning Dells virtual universities for employee development offers self-paced online courses, as well as instructor-led workshops and seminars. Dells commitment to ongoing education is reinforced by executive level advisory councils, which ensure that individual plans can be implemented for employees in each of the job categories . These plans prepare the already exceptional employee for future success at Dell. (3.) Microsoft Microsoft develops comprehensive training courses for IT professionals who build and support real world solutions using Microsoft technologies . Courses are delivered by Microsoft certified technical education center(Microsoft CTECs) and are available in instructor-led, self paced and online formats. (4.) Infosys The learning and developmental team as part of the HRD, is a key partner in Infosys growth and success and is instrumental in designing and delivering a host of high quality developmental initiatives across the organization .

The management development programs are anchored on Infosys competency and business framework,for its employees worldwide. Every new entrant is given management induction training to facilitate a smooth entry into the organization . The firm has assessment centers and other competency building initiatives to improve the managerial effectiveness.

MANAGEMENT DEVELOPMENT METHODS As in training, management development method can also be divided into two types .. I. II. On the job . Off the job .

We will discuss this two methods in details I. On-the-job development method:The development method which help the employee to improve his skills in the actual work environment, during the course of his work, are termed on-the-job development methods. The well-know on-thejob method are: (1.) Coaching (2.) Job rotation (3.) Understudy assignments (4.) Multiple management 1. Coaching:- Coaching involves one manager playing an active role in guiding another manager. The coach observes, analyzes and attempts to improve the performance of trainee . The coach gives guidance in the form of direction, advice, criticism and suggestions .

The coach/trainer teaches the trainee what to do, how to do it , and rectifies any mistakes committed by the trainee. At this juncture, it is important to make a distinction between coaching and counseling. Counseling refers to the interaction and discussion between the boss and the employee on areas related to emotional aspects like fears, aspirations etc. Coaching on the other hand, provides guidance to the employee on all job-related areas. Coaching has the advantage of high level of interaction and quick feedback on performance. Nevertheless, coaching has certain disadvantages too: A. Its success depends almost entirely on the coaching abilities of the coach/trainer. Though the trainer may be an outstanding performer, he may not necessarily be an effective coach .He may not be successful in creating the right kind of learning environment for his protg. Another limitation of coaching is that trainee normally develop beyond the abilities of the coach and trainer .

B.

2.

Job rotation: Job rotation plays an important role in developing the skill set of a manager. When a manager is posted to new job across various departments in the organization , he develops diversified skills and knowledge. Interactions with colleagues in different departments provide an enriching experience of various day to day problems. Another advantage of job rotation is that it helps in reducing the monotony of work and also improver inter-departmental cooperation. By broadening the managers experience and by giving him an opportunity to gather and absorb new information, job rotation stimulates the development of new and creative ideas.

One of disadvantage of job rotation is that an ill-equipped employee in a new functional or work area can lower productivity in the organiqation. Frequent and short term job rotations do not allow for meaningful skill development, and can sometimes even demotivate employees who seek specialization. Though such a development program can result in longterm benefits for the organization , it can also create to some short term difficulities . Inexperienced employee performing new tasks and taking decision without adequate job knowledge, may create some dayto-day problems for the organization. 3. Understudy assignments: In this method of development , a senior manager selects and trains a trainee manager from among his/her subordinates, who at a future time will be capable of handling the senior managers responsibilities. This type of development ensures the availability of an immediate replacement when the senior manager has to take a break or liave the organization. The trainee manager can take up the responsibilities of the senior manager either temporarily or permanently, depending on the organization needs. Since the understudy assignment involves a discussion of both daily operating problems and long-term strategic issues with the senior manager, the trainee manger learns the managerial skill required for the position. One disadvantage of this method is the dissatisfaction and ungealthy compotion that it may give rise to in the other subordinates, who have not been selected for the understudy assignment. 4. Multiple management : This technique enables junior manager to participate in board and committee meetings, which are normally attended only by senior and top level managers. These session expose junior manager to discussions that take place in such meetings regarding organizational problems and future strategies.

The junior managers are given an opportunity to understand and learn the way organizational problems are solved and are also encouraged to share their views. These types of development programs helps the junior managers to interact with their seniors and improve their knowledge about the organization. In return, the senior manager get an opportunity to spot the right talent for management development. It is a relatively inexpensive method where a number of managers can be developed in a short period of time. But this method is suitable for developing only middle and senior level managers.

II.

Off-the-job development methods: Off-the-job development methods try to fill the gaps arising out of the limitations of on-the-job methods. There are various development techniques that employees involved in off the job. Off-the-job development method includes the following: (1.) Simulation exercise. (2.) Sensitive training. (3.) Transactional analysis. (4.) Conference and lectures.

(1.)

Simulation exercise: Simulation are widely used for management development. The popularly used simulation exercises are case studies, business games, role-plays, the incident method and the in-basked method. A. Case study Case studies which are prepared based on the actual experiences of organizations, help the candidates understand the real provlems faced by managers in organization. The trainess study, analyze and discuss the case, identify the apparent of hidden problems, identify the root causes and try to suggest probable solutions from which they eventually select the most viable one.

The case study method is characterized by stimulating discussions among participants. It gives participants a good opportunity to sharpen their analytical, problem-solving and judgmental skills. The whole exercise aims at improving the decision-making skills of the participants. B. Business Games: In this method, the trainees are divided into different groups of teams. They play the roles of competing firms in a simulated market. As the management team of a simulated firm, each team studies, discusses and arrives at decisions regarding production, advertising, pricing, etc. Each team member can assume a simulated role within the firm. The teams react to the decisions of their competitors and develop new strategies to beat the competition . The immediate feedback from other teams at the end of the exercise gives information about the relative performance of each team. This method improves interaction and cooperation among the participants, and tries to improve their strategic thinking, leadership skills and their ability to work under stress. C. Role Playing: In this method, participants enact roles to solve problems that are common in real-life situations. They react to the situation and to one another, in the same way as they would do in their managerial jobs. The responsibility and the mental-setup of the role is described but no dialogue is provided. The entire play is recorded and the trainee is given the opportunity to see his own performance. Role playing helps a participant to gain a better understanding of people and business situation. It helps develop human relation skills through direct experience and practice. Some of the commonly

enacted scenarios are those that depict a grievance discussion, management-union negotiation, an employment interview, a sales presentation, and so on. D. Incident method: This method aims to develop the intellectual ability, practical judgement and social awareness of the employees. Each employee is given a written incident which he analyzes, identifies the problems and the probable causes and suggests solutions. Incident are based on actual incidents that occurred in different organizations. All the trainees in the group study the incident and make decisions assuming the role of the person who has to tackle the incident in the actual situation. Later, the group members interact with each other and after mutual discussion arrive at a final decision. E. In basket method: This is a method of development that simulates the important aspects of a managers job . The individual takes on the duties of the manager and performs the exercise. At the time of the assessment, the individual receives background information, including the organizations mission statement and the organization chart. He is given documents similar to the items normally found in a managers in-basket, such a memos, letters, and reports. During the given time, the individual must become familiar with the organization and the material in the in-basket, and respond to the items as if he was actually on the job, by writing memos and letters, planning meetings , preparing agendas, delegating tasks, etc. All action or plans for action must be indicated and the approach to each issue explained in writing.

(2.)

Sensitivity training: Sensitivity training or laboratory training is a method of changing individual behavior through unstructured group interaction. The main objective of sensitivity training is to develop among the group members, an understanding of themselves and of their relationships with others. In this method, a group of 10-15 employees assemble in an unstructured manner. The group does not have a leader or planned agenda or goal. A case study or a role-play is given to initiate interaction among the group members. After this familiarization and socialization, the members are asked to discuss the attitudes, reactions and behavior of each participant. The member are also encouraged to be introspective in assessing their own behavior and performance. At the same time, they openly discuss the behavior of other group members. However, they show restraint in giving their feedback and try to empathize with the group members. Sensitivity training is a very effective tool in changing employee behavior in organizations as it provides the following benefits: Emloyees have a chance to learn more about their weakness and emotions. They learn to be sensitive and empathetic towards others. They gain insights into how the other members of the group perceive them and how they habe to ament their behavior to be more effective. Conflicts can also be reduced as each person speaks openly to others in the group. Every individual tries to empathize with the feelings of others and this can result in an amicable situation. A major limitation of sensitivity training is that it does not directly deal with the business and financial goals, unlike the other development methods like simulation exercises. Also, since it results in a lot of emotional involvement by the trainees, it may result in

psychological strain or disturbances. Hence, sensitivity training requires an experienced trainer, preferably a practicing psychologist.

(3.)

Transactional analysis: This is a theory of personality and provides an approach for defining and analyzing the interaction between people. The basic theory behind transactional analysis is that an individuals personality comprises of three ego states, namely, the parent, the child and the adult ego states. These states in reality are not concerned with age; instead, they reflect different aspects of the human ego. The parent ego state is characterized by a feeling of superiority and authority. A person in the parent ego state is dominating and authoritative. The child ego state includes all those impulses that are common in an infant. A person in the child ego state is either obedient or manipulative; charming at one point of time and repulsive at another. The third state the adult ego state is objective and rational. It adopts a more realistic or practical outlook and gathers information objectively. In the adult state, actions like processing of data, estimating of probabilities or alternatives, and making decisions are done systematically and logically. According to transactional analysis theory, the child and parent ego states feel and react immediately to situations, while the adult ego state thinks or processes data logically before any further action . In a number of situations, therefore, the ideal interaction is an adult stimulus, followed by an adult response.

(4.)

Conferences : A meeting of people to discuss a topic of common interest is referred to as a conference .Participation of trainees in conferences is necessary because each one learns from , and builds up on, the other.

This method is the most useful when a problem has to be studied and analyzed from different viewpoints. Participants have the opportunity To express their views openly and hence, enjoy this method of learning. It enable the participants to develop the ability to exchange ideas and change their views and attitude. The conference leader plays a key role in this method of management development. He should ensure that the discussion does not deviate from the core issue. At the same point, he should encourage the active participation of all members, and avoid domination by a few member.

(5.)

Lectures : A lecture is the simplest technique of presenting and explaining a series of fact, principle and concept. The lecturer organizes the relevant information and presents it to the trainees in the form of a lecture. It helps manager acquire knowledge and develop their conceptual and analytical skills. Lectures offer many advantages in management development. They are direct means of communication and can be used effectively for a large number of people. The overview and scope of the subject can be presented clearly in lectures, In a relatively short period of time..

Principles of Executive Development

Top Management should accept responsibility for executive development. Every Manager must accept direct responsibility for developing the executives under his control on the job.

 Executive developing program must be geared to the needs of the company and individual. It should begin with the selection of the right man for the executive position. A realistic time schedule should be there. Learners participation is essential. Feedback should be made available to the learner.

CONCLUSION
Employees training programs are an integral part of an organization. It helps in enhancing the technical knowledge and skill in employees. Apart from training management development programs also help manager to improve their management skills like motivating, coordinating, controlling, planning, decisionmaking and the most important is communication. These training and development programs helps in increasing the efficiency and productivity of the organization. For a newly recruited employee these training programs helps him in understanding what to do with his job. Not only for newly recruited employees but also for already existing employees these programs are proved very fruitfull.

BIBLIOGRAPHY WEBLIOGRAPHY

BIBLIOGRAPHY
1. Journal of Times of India. 2. Advertising Book

WEBLIOGRAPHY
1. www.google.com 2. www.wikipedia.com 3. www.coolavenues.com