Chapter1

INTRODUCTION
1.1Training:It is an educational process. People can learn new information, re-learn and reinforce
existing knowledge and skills, and most importantly have time to think and consider what
new options can help them improve their effectiveness at work. Effective trainings convey
relevant and useful information that inform participants and develop skills and behaviours
that can be transferred back to the workplace.
The goal of training is to create an impact that lasts beyond the end time of the training itself.
The focus is on creating specific action steps and commitments that focus peoples attention
on incorporating their new skills and ideas back at work.
Training can be offered as skill development for individuals and groups. In general, trainings
involve presentation and learning of content as a means for enhancing skill development and
improving workplace behaviors.
1.2Organizational Development
It is a process that strives to build the capacity to achieve and sustain a new desired state
that benefits the organization or community and the world around them. (from the
Organizational Development Network website) OD work implies creating and sustaining
change. An OD perspective examines the current environment, the present state, and helps
people on a team, in a department and as part of an institution identify effective strategies for
improving performance. In some situations, there may not be anything wrong at the present
time; the group or manager may simply be seeking ways to continue to develop and enhance
existing relationships and performance. In other situations, there may be an identifiable issue
or problem that needs to be addressed; the OD process aims to find ideas and solutions that
can effectively return the group to a state of high performance.
These two processes, Training and Organizational Development, are often closely connected.
Training can be used as a proactive means for developing skills and expertise to prevent
1

problems from arising and can also be an effective tool in addressing any skills or
performance gaps among staff. Organizational Development can be used to create solutions
to workplace issues, before they become a concern or after they become identifiable problem.

Fig.1.1
In a nutshell, Human Resource training and development should be of such nature that it
should oil the human resources machinery making it something that takes the organization
forward. If Human Resource training and development is not professional or appropriate; the
result is a bureaucratic setup that is a hindrance to everyone in the organization. Rather than
get mired in mindless formalities; HR should facilitate the growth of the oruman Resource
training and development is the imparting of necessary knowledge and skills to a human
resource professional in the organization. This is necessary for a number of reasons. HR
professionals are very important for the organization. They need continuous upgrade of their
skills and attitudes. Training them to bring them on par with the organization's goals and in
tune with the industry trends is necessary, since well-equipped HR professionals are the
means to ensuring optimal performance from the organization's employees.

1.3 Different Methods of Training Employees

by Audra Bianca, Demand Media

Classroom training can help employees learn many new concepts.

Picking the best method of training employees is a challenge for business owners. Some
methods are more cost effective than others, but you want the option that best equips
employees with transferable skills and accommodates different learning styles. If they can
bring back skills from training, they can perform more successfully in their jobs.

Classroom Training
To keep costs low, you can plan classroom training that only requires one trainer, plus the
cost of binders and copies of training materials. One trainer can handle classroom training for
small groups of five to 10, but also large groups of 30 to 40. A trainer must make learning fun
and interactive. The format might include new reading material for employees, graphics
presentations by the trainer, peer discussion groups, small group tasks, and employee self3

reflections. Classroom training must offer feedback on what employees have learned, usually
by comparing results of pre- and post-assessments.

Web Seminar Training

Using Web conferencing software, trainers can set objectives and ways to measure learning.
It's important not to assume that employees will get all information needed as passive
listeners in a Web seminar, or "webinar." Trainers can design the webinar training to be
interactive by using all tools in the Web conferencing software. A webinar can also feature
visuals and discussions among participants, as long as each participant has a microphone.
Some webinar software also enables communication over a screen chat or a video conference.

Off-the-Job Training
Employers can use off-the-job training to provide employees a chance to learn away from
their work setting. Besides classroom training, employers choose other formats such as elearning. In a self-contained e-learning program, learners can work at their own pace, moving
through modules, learning new tasks, sometimes trying tasks and completing assessments. Elearning can include discussions with other participants, scenarios in which employees must
choose the right outcome, training videos, and games.

On-the-Job Training
This option is designed for the actual work setting or a close approximation of the work
setting. Training conditions should match work conditions as closely as possible. In on-thejob training, employees get specific instruction on their job tasks. They try new skills, such as
operating a cash register or selling a service, with observation and feedback by a coach -usually a fellow employee or trainer. Some businesses require employees to jump right into
this type of training without classroom training because they believe immersion is most
helpful for learning the job quickly and determining if an employee is a good fit for the job.

Chapter 2
LITERATURE

REVIEW

PROCESS

ADOPTED

Finding the problem of research to start working is a difficult task as the research in Doctral.
degree has to posses the originality and something new added to the current literature / knowledge
available in the world. In order to choose specific objectives of research on need to follow a
typical process to arrive at the conclusion of uniqueness, novelty and significance of the problem
in a specific area / sub area. Therefore there has been many procedures and processes defined by
the researchers to undergo through and arrive at certain conclusion of research objectives. One has
to start with a broader domain of some area / sub area and while doing study of literature narrow
down the domain to specific point of issue to decide upon.

Literature survey includes the study of various sources of literature in the area of research. It
includes finding the related material from magazines, books, research articles, scientific research
papers published in various conferences, journals & transactions. Study and understanding the
literature other than scientific research papers is bit easy as it elaborates the concepts in simple and
explanatory techniques. At the same time these contents cannot be considered as base to arrive at
the conclusion of framing research objectives as it is not supported through proper review by
various researchers working in the area. Review of a scientific research paper is a tedious job. It
needs the prior knowledge of the area of research. The scientific research papers are highly
structured, compact and precise in explanation. One may take few days to few weeks to
understand a research paper published in standard peer reviewed journals. The researchers need to
adopt certain path for doing literature review of such literature.

We have followed one of the typical processes to make a literature review and frame the
objectives of research. The process diagram is shown below, which includes in all five stages
defined as under:

2.1 Stage 0: Get the Feel

2.2 Stage 1: Get Big Picture
2.3 Stage 2: Get the Details
2.4 Stage 3: Evaluate the Details
5

2.5 Stage 4: Synthesize the Details

Stage 0
Get a feel

Stage 1

Stage 2

Stage 3

Get the big picture

Get the details

Evaluate the

details

Stage 4
Synthesize the
details

Fig. 2.1 Review Process

The review process is divided into five stages in order to make the process simple and adaptable
by every researcher. As it reflects from the literature that while beginning the finding of research
objectives, it is necessary to start with a broader domain of any area / sub area of interest and
narrow down to specific issue, the process described in the diagram includes the narrowing down
along with the research objectives as outcome with justification of the problem. The details of
various stages followed are presented below.

2.1 Stage 0: Get a feel:

This stage is the beginning of literature review process wherein one has to broadly select his /
her area of interest and start searching the scientific research papers from valid sources.
6

Almost all the research papers you download have to be scanned for deciding whether it
belongs to the area of interest or not. This stage provides the details to be checked while
starting literature survey with a broader domain and classifying them according to
requirements. It needs to go through some of the information quickly to get the feel of the
paper. The information needed to briefly know about the paper. What is the

paper deals

with?, what is length of the paper ?, who is the publisher ?, what are the contents of the paper
etc. Although this stage does not exactly classify the research papers, it supports to go ahead.
We have gone through large number of research papers and selected 20 research papers
published in various research journals using this stage. The process adopted under this stage
includes following activities.
Read the title.
See how long the paper is (2 to 40+)
Where is the paper published?
Look at the figures
Read the section/sub-section headings.

2.2 Stage 1: Get the big picture

In order to understand the paper broadly and get an idea whether the paper exactly belong to
the research area / sub area selected or it deviates, if deviates how much, these concepts are
made clear this stage, known as Get Big Picture. It helps in classifying the research papers
according to key issues and narrowing down the survey. The papers are selected through the
stage 0, are processed through this stage classified into different groups. The groups of
research papers are prepared according to common issues & application sub areas. In order to
understand the paper, it is necessary to find out the answers to certain questions by reading
the Title, Abstract, introduction, conclusion and section and sub section headings. Following
are the questions to be answered during this stage.

What research area / sub-topic does the paper fall under?

What problem does the paper attempt to solve?

What is the motivation for this problem?

Why is this paper needed i.e. what is related work and why is it not sufficient

What key contribution does the paper claim?

7

Broadly, how does the paper solve the problem?

How do the authors defend the solution?

What category of paper is this?

2.3 Stage 2: Get the details:

Stage 2 deals with going in depth of each research paper and understand the details of
methodology used to justify the problem, justification to significance & novelty of the
solution approach, precise question addressed, major contribution, scope & limitations of the
work presented. Smaller set of papers has to go through this stage and extract the data needed
for its utilization in research. The following Tables how the questions and the probable
locations in the highly structured research paper.

Table 2.1 Stage 2 questions along with probable location of answers in the papers

What you are looking for?

Where to find it?

What problem does the paper attempt to Introduction, Problem definition

solve?
What is related work? What are gaps?

Introduction, Literature Survey or Related

Work

What contribution does the paper claim Introduction, Conclusion

idea, technique, proof, surprising result etc?
How does the paper solve the problem?

Solution, Experiment, figures.

How do the authors defend the solution?

Methodology, Experiment, Results.

What is the precise research question Introduction, Problem definition

addressed?
Why is it believed that solution works, Solution approach, figures
better than previous?
What are assumptions, scope?

Problem definition , solution approach

What are details of proposed solution Solution,

argument,

proof,

System

details,

Experiment,

implementation, Methodology, figures

experiment?
What evidence is provided?

Figures, Results

What is the take-away message from the Overall

paper?

2.4 Stage 3: Evaluate the detail:-

To fully understand a paper, we require a third stage. The key to the third stage is to
attempt to virtually re-implement the paper: that is, making the same assumptions as
the authors, re-create the work. By comparing this re-creation with the actual paper,
we can easily identify not only a papers innovations, but also its hidden failings and
assumptions.
This stage requires great attention to detail. One should identify and challenge every
assumption in every statement. Moreover, one should think about how one would
present a particular idea. This comparison of the actual with the virtual lends a sharp
insight into the proof and presentation techniques in the paper and one can very likely
add this to your repertoire of tools. During this stage, one should also jot down ideas
as for future work.
Reading Introduction, Problem definition Literature Survey or Related Work,
Experiment, figures Methodology, Solution and Results and looking for answers to:
What is the precise research question addressed?
Why is it believed that solution works, better than previous?
What are assumptions, scope?
What are details of proposed solution argument, proof, implementation,
experiment?
What are details of proposed solution argument, proof, implementation,
experiment?
9

 What is the take-away message from the paper?

What is the take-away message from the paper?
Thus this stage provides insight how to deal with the evaluation of the details
presented by the researchers and generalize the concept. All the 250 papers were
subjected to this stage.
2.4 Stage: 3+: Synthesize the details
Stage 3 deals with evaluation of the details presented and generalization to some
extent. This stage deals with synthesis of the data, concept and the results presented by
the authors. This stage requires the understanding of the research papers and creative
thinking and good knowledge in the area of of research. In order to understand the
process questions have been framed that need to be answered after in depth and
critical analysis of all the data and discussion presented in the literature review.
What are some alternative approaches to address the research problem?
Could there be a different way to substantiate the claim?
Are their counter-examples or arguments against the papers claims?
Are all assumptions identified and validated?
How can the research results be improved?
How can the results be generalized?
What are the new ideas and open problems suggested by this work?
At the end of this stage, one should be able to reconstruct the entire structure of the
paper, methodology, findings as well as be able to identify its strong and weak points.
In particular, one should be able to pinpoint implicit assumptions, missing citations to
relevant
work, and potential issues with experimental or analytical techniques.
With the Five -stage process, one can able to see how each stage is related to the next
and understands how the whole process of the literature re-view is constructed to form
the theoretical foundation for the proposed research. Over. So, the present Researcher
has made an effort to review about 250 studies of those researchers and analysts,
conducted from the following sources by adopting the 3+ Star Approaches.
IEEE

Wiley inter science

10

 SPRINGER

Taylor n Francis

ELSEVIER

Index science

UCONN

IGi Global

ERIC

ASME/ASCE

JSTOR

Questia

UNISA

Lexisnexis.com

EBSCO

Pro quest

WASEAS

Emeralds text

Harvard Business Review

Google

11

Chapter 3
CATEGORIAL REVIEW IN AREA

An exhaustive review of 30 research papers on Training and Development

has been

undertaken. The review process adopted was based on the five stage analysis as discussed
previously. The following sections would describe the particular issue found in the area along
with the summaries of the papers reviewed under the issue followed by findings. A table with
papers under issues has been included which would help in understanding some specific
findings of each research paper

3.1 ISSUES IN TRAINING AND DEVELOPMENT

3.1.1 web based configuration tool
3.1.2 ERP implementation
3.1.3 High training cost
3.1.4 Issue related to MRP implementation
3.1.5 SPSS used to conduct several form of analysis.

Issue 3.1.1 web based configuration tool

This papers reports about the conceptual approach, design and development as well as findings for
further work. The main contribution in the paper covers a Web-based configuration tool. It supports
end-users (learners and teachers) to design and reuse learning settings that include 3D components
The OpenSim (OS) platform has proven to be applicable and the project is in an early stage of
development. The plugin mechanism of the OS platform for controlling and interacting with objects
in-world has proven to be a sufficient approach . In this paper author have reported on various ways
in both virtual and traditional approaches to support new forms of learning requiring flexibility and
adaptation of learning groups needs.Author have also emphasized the need for easy configuration,

12

adaptation and reuse of learning settings in virtual immersive environments. A promising proof of
concept for the Second Life platform has led to an improved approach for the open source platform
using OpenSimulator-world tools.The basic idea is to design and develop a simple tool for endusers to
create, manage, reuse and adapt learning settings by pre-existing 3D objects and learning tools by a
simple 2D drag and drop interface.

[Noel yee] has focused on developing an airway management training systems designed to reproduce
various cases of difficult airway. The main challenges for developing efficient medical robotic
training systems are simulating real-world conditions of the task and assuring training effectiveness.
In this paper, author has presented an airway training system which embeds actuators into a
mannequin. In particular, the mechanism design of the Waseda Kyotokagaku Airway No.2 (WKA-2)
is detailed. The WKA-2 is composed of twelve active and one passive degrees of freedom; which are
designed to reproduce the various cases of difficult airway In addition, a tension sensor was designed
to measure the applied forces while a trainee is interacting with the WKA-2. As a future work, we will
implement the virtual compliance control to enable the WKA-2 to physically interact with the
operator during the training session.

[Martin J.Gannon] has constructed a new teacher education model, which constructed by a virtual
learning community based on a teacher training platform on the interne.Teachers cant be competent
their work by one-off learning but lifelong learning to adapt to the changing and developing society.
That is to say teachers need to keep learning while working. However, in-service teacher will meet
many difficulties when they receive training because of limited time, energy, chances and so on.
Because of the local restrictions on the level of teaching, there are a few representative teaching video
cases at present. Virtual Learning Community Based on Teaching Video Cases is an organization
serving teachers. Members in the Virtual Learning Community include the front-line teachers, experts
and backbone teachers. Network environment and supporting platform provide rich learning resources
and vast space for community members.
The education committee in the shunyi district and many middle school and primary school put a high
price on this teacher education project. They think teachers can benefit from this teacher education
and organize their own schools teachers to join in the training actively. There are 943 members in the
virtual learning community at present. In order to promote the balanced development of education in
Beijing suburbs, teacher education model of TVC-VLC will continue and accumulate experience in
more suburbs to support much more teachers to enhance their professional quality

13

ISSUE 3.1.2 ERP IMPLEMENTATION

[Tracy Taylor] reports on the development of a model to improve the understanding of the extent of
Enterprise Resource Planning (ERP) system usage in universities.

However, low usage of

implemented ERP systems has been identified as a major challenge facing management of various
organizations including HEIs [1]. In many cases, the users often only make use of a subset of
available ERP system features [2]; [3]; [4]. This has resulted in inefficiency in university operations
such as unsatisfactory service delivery to university stakeholders, particularly students who are paying
for better services [5]. This study attempted to improve ERP system usage by adapting Technology
Acceptance Model 2 (TAM2) theoretical model with additional Information Technology (IT) system
usage factors of training, management support, perceived behavioral control and technical support.A
dataset of 312 full time academics from a University of Technology in South Africa was generated by
a survey method to validate the developed research model using Partial Least Square (PLS) analysis
technique.
RESEARCH METHOD

A. Data collection and measurements

The data for this research was obtained by a questionnaire survey which was distributed to full-time
academics that have experience using the Durban University of Technology (DUT) ERP system
known as Integrated Tertiary Software (ITS).

B. Demographic characteristics of respondents

A sample size of 312 academics was used and respondents were chosen based on availability.
The developed research model in this study aims to improve ERP system usage by integrating
additional IT usage factors that have been identified in the literature as having an effect on ERP
system usage. Knowledge acquired from this study can potentially benefit university stakeholders and
all interested groups in improving ERP system usage in a developing country such as South Africa.

3.1.3 ISSUE: High training cost

[Vishal Shah] Investigate the Research state of on board training system from home and abroad,
combines the latest ship automation research Achievement, researches the critical technology of
warship main power plant on board training system, proposed hybrid modeling method based on
neural network, uses CompactRlO embedded system to embed on board training system in the
warship main power plant monitoring network with CAN bus and Ethernet network. but the

14

development cost is high, training time is not nimble, training effect is limited; on t he contrary,
navigation training is training in a real environment ,operation training effect is good, but there are
huge spending, training opportunity is inconvenience. combining shore-based training simulator and
navigation training to set up a co mprehensive training environment developed, which is ca 11 on
board training system [4]. This paper researches the cri tical technology of warship main power plant
on board training system, proposed hybrid modeling method based on neural network, embed on
board training system in the warship main power plant monitoring network with CAN bus and
Ethernet network. The idea overcome the shortage of two train ing method, it can comprehensive
simulate all possible condition and fault state, get real effects by t raining in the actual equipment.
This paper puts forward the basic struc ture of main power plant OBTS, research the embedded
technology, has a guiding significance for the subsequent OBTS research.
.
[

] The diversification training mode for students in major of software engineering based on

university enterprise cooperation is proposed in this paper. the set of talents training objectives, which
was formed under the planned economic system in Chinese higher education, is a single model. The
teaching plan is unified and the trained talents are lack of feature and personality characteristics. Too
centralized and unified management, limited professional education and too rigid teaching mechanism
cause that the training mode is lack of flexibility. There are some problems in the selection and design
of software talents training mode. the implementation of university enterprise cooperation in
educating software talents, author have always been guided by the demands of the society and the
enterprises, established an effective mechanism for mutual cooperation, with cooperation in the areas
covering practice bases, adjunct teachers, practice platform and second class learning, and explored a
new method in training educating software talents. This method provides an innovative format in
effectively educating software talents, and is worthy of continued studying and experiment.

[Ahamad &Azman] provides a review of the current state of computer game applications, with a
special focus on education and training implementations. A remarkable feature of video games is their
power to motivate. Computer game features such as active participation, intrinsic and prompt
feedback, challenging but achievable goals, and a certain degree of uncertainty and open-endedness
contribute to these games appeal, Furthermore, they add elements of competition and chance. A
game engine is the essential core of a computer game with reusable functional components (e.g.
graphics rendering, audio output, in-game physics modeling, game logics, rudimentary artificial
intelligence, user interactions as well as multi-user networking) and is usually accompanied by a
software development kit (SDK). Recently, computer gaming started to be used in many fields,
including medicine, disaster response and military training. The type of games that these engines were

15

designed for are predominantly first person shooters, where the user controls the movements and
actions of a computer character and the visual display mimics the perspective of what the in-game
character would see with his/her own eyes. While these systems are still in the early stages of their
development, they have already provided us with glimpses into their tremendous potential for creating
effective learning and training experiences in various fields, including education and student
laboratories, medicine as well as disaster response and military training.
.
Thang, N. N., Quang, T. & Buyens, D. (2010). aims to advance understanding of the effects of training

on firm performance by reviewing theory and previous empirical studies on the relationship between
training and firm performance. The paper aims to describe the important theoretical approaches and
proposes a framework for analysing training and firm performance issues.In review presented in this
paper the focus is mainly on research published in many different journals across a number of
disciplines from 1991 to 2007, that have assessed the relationship between training and firm
performance. Major psychological, managerial, or business journals (e.g., Personnel Psychology,
Labour Economics, Industrial Relations, International Journal of Human Resource Management and
Journal of Operational Management) and books (American Society for Training and Development)
were scanned for articles containing related information and data. This article used selective and
descriptive analysis. Firm performance in the studies was reduced into two categories: 1) financial
firm performance (ROI, sales, productivity, profit, market share), and 2) non financial firm
performance (turnover, absenteeism, job satisfaction, motivatioThe review offers new directions for
future research that has potential to guide practitioners and managers to decide on their human capital
investment plans and provide training for their employees.

[AutTruong Quang & Chit Thavisayhor] aims at the response to the disappointing economic
performance in the 1980s, the Lao government started liberalizing the economy and turned more
decisively toward a market-oriented policy under the system called New Economic Mechanism
(NEM). This includes a sweeping privatization program of state-owned enterprises (SOEs). Processwide, privatization has been implemented rather successfully. The few remaining SOEs were given
extended operational autonomy in order to survive the transition toward a market economy. The HRD
study was carried out during a period of two months between December 1997 and January 1998. A
survey was done for this purpose throughout 10 selected enterprises from the existing 60 SOEs. They
represented a wide range of businesses and sizes, ranging from 24 to 2,866 workers and were located
either in the capital city of Vientiane or in the southern provinces of the Lao PDR. On a larger scale,
500 questionnaires were distributed to the employees in these selected 10 enterprises, with the official
endorsement of their management, to cross check their reaction on the policy and practice of HRM at

16

their work. In total, 242 responses were returned, representing a yield rate of 48.3%. At the same time,
face-to-face interviews with officials in charge of personnel matters at the top and middle
management levels were conducted to shed light on the practical side of the issue.As well as on the
job training mode was selected .This lead us to conclude that the effort to improve and develop SOEs
should first be tackled at macro (national) level. In this respect, a consistent and coherent economic
development policy will provide well designed and coordinated implementation mechanism that will,
in turn, facilitate the process of organizational restructuring and human resource development at
micro (enterprise) level. This is more important in such country as the Lao PDR where resources are
scarce and infrastructure conditions are still insufficient. Against this background, some
recommendations can be drawn to improve the effectiveness and efficiency of the privatization
program and the enterprises reform afterward.

[Siu, N. Y. & Darby, R. (1999)] addresses the key management development issues in China. The case

of a multinational food corporation that has a joint venture in China is used to illustrate the
complexities and problems encountered in the implementation of management development
programmes. It is argued that an integrated cross-cultural management development programme is
crucial to the success of the organisational performance in Chinas market. The opening up of the vast
market has created many opportunities and, at the same time, many problems to foreign enterprises.
Because of the unique political, economic and cultural environment in China, it is difficult for foreign
joint ventures to introduce their preferred approach in managing the employees and the organisation
in China. This has highlighted a crucial issue for international companies to be aware of the
crosscultural implications.
RESEARCH METHODOLOGY
visit was paid to the factory where observations and interviewing twelve managers were carried out.
This was followed by an interview with the Personnel Manager in March 1997 and an interview with
the Training Manager in October 1997. This has helped to trace the progress of management
development issue in their joint venture in the enterprise.. The approach of management development
has been moved from functional to strategic and the focus has shifted from the graduate trainees to the
senior management team. It was still too early to comment on the success of the programme.
Nevertheless, the management have acknowledged its importance and a behavioural commitment was
seen in the process. It is argued that if cross-national organisations intend to develop and sustain their
business in the Peoples Republic of China, appropriate integration of cross-cultural management
development programmes into their own human resource strategy is crucial. This will be essential to
the success of the organisational performance in Chinas market.

17

[Poon, J. M. L., Stevens, C. K. & Gannon, M. J. (2000)]. discusses about the effects of traning method

and learning style on cross-cultural training outcomes were examined. MBA students (N = 123)
completed a learning style inventory and were randomly assigned to receive either didactic or
experiential training. In the didactic training condition, cross-cultural concepts and issues were
presented through lectures, discussions, and video clips. In the experiential training condition,
participants role played a cross-cultural simulation game. The primary objective of this study was to
examine whether matching training methods with individual differences in learning style would
improve attitudinal (cross-cultural awareness) and motivational (self-efficacy and satisfaction) crosscultural training outcomes. A second objective was to investigate mediating mechanisms for
explaining these training outcomes. The findings suggest that the effectiveness of a training method in
fostering positive cross-cultural attitudes and trainee reaction does indeed depend in part on trainees
preferred mode of learning.
Specifically, the results showed that the didactic method produced greater attitude change and
satisfaction among trainees with a reflector-theorist learning style than among those with an activistpragmatist learning style. The experiential method, in contrast, promoted greater cross-cultural
attitude change among trainees with an activistpragmatist learning style than among those with a
reflector reflector-theorist learning style.

[Tracy Taylor & Adrienne] discusses the use of succession management approaches in the
strategic development of an organisations high potential and talented employees. The evaluation of
this succession management programme provides a measure of its impact on the promotion and
retention of high potential staff as well as calculating the return on the organisations investment. In
this instance succession management has provided the implementing organisation with a systematic
and transparent process for successfully identifying, developing and promoting high potential
employees and is an example of best practice in succession management.A comprehensive succession
management programme in a large Australian organisation is presented as a case study. The
evaluation of this succession management programme provides a measure of its impact on the
promotion and retention of high potential staff as well as calculating the return on the organisations
investment. In this instance succession management has provided the implementing organisation with
a systematic and transparent process for successfull identifying, developing and promoting high
potential employees and is an example of best practice in succession management The evaluation
model was adapted from Kirkpatricks hierarchy of evaluation. The four levels of evaluation and
their components. The evidence for the evaluation was collected by means of interviews, video case
studies and organisational data on development planning, placements and utility analyses. The

18

employees targeted for development were more satisfied with the programme than those who scored
low on their assessments. This highlights the importance of effectively managing the assessment,
placement and promotion components, to ensure that employee dissatisfaction is minimised.This
finding highlights the importance of involvement at all levels fully with communication to all staff.

[Vishal Shah & Rajendra Bandi] presents the human resource practices followed in a technical
support call centre. Most of the call centre literature discusses cases where the customer support task
is routine and low in complexity. Call centres are considered as modern equivalents of factory
sweatshops in this literature. Technical support, however, is an example of a knowledge intensive
support service and it was found that in such a service industry, there is a need for a very different
kind of HR policy that specifically treats employees as a valuable organisational resource. This paper
presents a case study of a technical support call centre that assists customers with technical problems
and queries through e-mail, internet based text chat or the telephone. The work environment and
employment practices at this technical support call centre do not conform to the sweatshop stereotype
described in the literature. A total of twenty-four semi structured and unstructured interviews were
carried out in the organisation and these spanned across hierarchies and departments. Each interview
lasted approximately one and a half hours and was transcribed within twenty-four hours. The
interviews were supplemented with observations of support agents at work and observations of the
regular weekly meetings. A review of documentary evidence including minutes of meetings, process
manual and samples of daily reports was also carried out. About one hundred and twenty e-mails
related to support centre management issues were also used as primary data.The data presented are in
a descriptive format. In particular, personal commentary of respondents is provided to humanise the
issues experienced in the work settings. The case study presents evidence that in knowledge intensive
IT Enabled Services, human resource practices that treat employees as valuable resource are the ones
that are likely to enable development of organisational capabilities. Considering that it is the agents
interactions with customers that determine customer satisfaction with a service, HR policies can
differentiate a firms performance from its competitors. TechHelp implemented practices that were
very different from the sweatshop model of a call centre. The organisation recognised that the
customer support agents were experts, possessing a high degree of knowledge and skills. This
understanding was reflected in the HR practices. Training was a highly developed function, geared to
equip employees for the knowledge intensive business environment characterised by speed.

[Ikhlas Altarawne ] sought to explore the current practices and challenges of the T&D evaluation
stage within Jordanian banking organisations through a combination of semi structured interviews and
a survey questionnaire, which was administered to the persons responsible for the T&D within the

19

organisations. The study findings reveal, that although the majority of the organisations evaluate their
training programme, usually there is an absence of systematic and effective procedures for evaluation,
and most of the organisations rely on external providers to evaluate their T&D programmes. The most
popular evaluation tools and technique used are questionnaires, and the most common model used is
the Kirkpatrick model, however, the most common level of evaluation is the reaction level.
Implications for the findings of the current study and directions for future research are discussed in
the paper. Based on the results of this study suggestions are given for organisations seeking to
improve their T&D evaluation stage. For instance, more attention and effort is required when
evaluating T&D programmes. Importantly, there is a need to evaluate the outcomes of external T&D
programmes rather than asking the external provider to perform the examination phase. Organisations
are encouraged to use a systematic evaluation model. For more effective benefits an emphasis might
be to consider the Kirkpatrick evaluation model outcome levels instead of an overemphasis on the
reaction level, which do not provide or reflect much about T&D effectiveness. Finally, evaluation
needs to be conducted based on the objectives of the planned T&D programmes. The paradox for
senior executives of the Jordanian banking sector is how to become enlightened about the evaluative
parameters of T&D programmes that provide credible underpinning for generating effectual T&D
initiatives and valued outcomes.

[Ng Kueh Hua, Rusli Ahmad & Azman ] attempted to rectify the lack of literature by
investigating the relationship between a supervisor's role in training programmes, and the
transfer of training in four East Malaysian local governments. Indepth interviews were
conducted with a total of 12 employees to develop the self report questionnaire, and a pilot
study was conducted with the participation of 60 employees to pre test the questionnaire. The
questionnaire was then used to gather quantitative data from 1100 management and non
management employees working in the administrative and technical divisions for hypotheses
testing. Pearson correlation analysis showed a positive and significant relationship between
supervisor's role in training programmes and the transfer of training. Multiple regression
analysis demonstrated among the studied variables, supervisor communication acted as a
dominant factor in enhancing the transfer of training. These findings have implications for
human resource management (HRM) policies and practices by detailing guidelines to
improve organisational remuneration system as well as pathways for enhancing the role of
supervisors in training programmes in order to facilitate the transfer of training, particularly
within the Malaysian public sector.

20

The findings and implications of this study may bring important insights into such relationships as the
supervisors role in training programmes and the transfer of training are not trivial topics. In the effort
to reach a better understanding of the transfer of training from diverse perspectives, future research
should replicate and expand the research framework to further explore the nature of such relationships
in different settings.
[ Nguyen Ngoc Thang ] is among the first researcher to examine the level at which employers
perceived and utilised training as a means to improve employee productivity and organisational
performance in midway economies. The data were collected from 196 companies across industries to
measure the level of impact of training on firm performance in Vietnam. The research results indicate
that manufacturing companies that implemented training in 2006 had increased sales and productivity,
while training had a non statistically significant effect on sales and productivity of non manufacturing
companies. The research findings have significant implication for HRM practitioners in Vietnamese
firms. In order to survive and ensure sustainable growth, Vietnamese firms need to pay more attention
on training for their employees as shown by the study findings which suggest training assists in
enhancing firm effectiveness, especially in manufacturing firms, which is the core of its economic
growth. Ultimately, Vietnamese firms can gain competitive advantages throughout human capital and
need to consider training expenditures not as costs but as investments.

The paper studies the effects of training on employee productivity. This paper provides a review of
the current evidence of such a relationship and offers suggestions for further investigation. The
objective of this paper is, to analyze the impact of training on employee productivity across various
industries. The sample includes firms from various sectors with a minimum of 1000 employees for the
last financial year. In this study, the industries from various sectors like Automobile, Agricultural,
Service (Insurance), Financial Services (Credit Banks) and Luxury Items FMCGs (Branded Wall
Paints) were chosen. The data was collected from two different sources primary and secondary.
Primary data was collected by distributing the questionnaire. Secondary data about the Net Sales &
Number of

employees of various organizations/companies was collected from Capitaline Plus

Database. Capaitaline Plus provides fundamental and market data on more than 20,000 Indian listed
and unlisted companies, classified under more than 300 industries.The author found that the basic
industries like Automobile and Agricultural (which is having a developed and mature market, and
whose consumption pattern shows the vibrancy in the economy) have high degree of relationship
between training and productivity. Higher the training in these companies higher will be the
productivity. The risky businesses like Credit which falls in the category of high profit high risk
business, the training plays a small part in the productivity of the employees .

In case of service

industry like insurance companies, employees consist of both direct and indirect employees like

21

agents. Though training practices in this sector were found to be very organized and constructive but
due to its diverse employees the effect was low.

Training has a significant role to play on

productivity.But there are other dominant market forces which reduces its significance. Our analysis
is a comparative study of training practices and other macro economic and market forces, both of
which affect productivity. There are other determinants of employee productivity which are not
focused in this research. Due to time constraints, and small sample size the generalizability of results
can be challenged.

. [Dr.Chikati Srinu] aims to attempt the need of training and development programmes in
respective organaization and examine the methods and evalution of training programmes was
discussed. The effectiveness of the organization depends on quality of the manpower.In this globalize
business environment, where changes are only the permanent feature of the organization, the need is
to focus on enhancing the competencies of the employees this can be done only when the organization
proved effective training development programs. scope of the study is mainly confined to NTPC Ltd,.
at Ramagundam.And this data is collected from 60 responds in NTPC Ltd at Ramagundam.The
respondents are given well prepared questionnaire. The study mainly covers the satisfaction of
employees towards the services provided by the NTPC Ltd at Ramagundam. The study is an attempt
to study the training and development process related Executive level, supervisory level, workmen
level, employees.Its aimed at analyzing the current trends in Training & Development process and
their influence on implementation of an appropriate system to suit to needs of the organization.The
study is confined to opinions of the trainees and trainees of staff center. From the study of
Assessment of Training Needs programs at NTPC Ltd., Ramagundam it was found that for all the 20
items chosen the more than half of the respondents were agreeing to the fact that thetraining and
development programs were effective and added value
to the job.In the Training program process; the identification of the needs is a crucial aspect. Hence
the needs are identified according to the organizational analysis as well as task analysis.

[ P. Bala Subbulakshmi] Streta IT Solutions, is the leading offshore software product and
project development company and they are one of the leaders in providing complete IT
solutions in India. They are expert in offshore outsourcing, IT outsourcing and onshore
development. The objective of this study is as follows: To ascertain the effectiveness of
Training and Development Program in Streta IT solutions Private Limited, and To study the
training and development Program organized by the company. The most important need of
training is that to prevent the obsolescence of the employees by updating their skills and
22

knowledge.In research methdology Descriptive research methodology is used for study.

Survey method is used for data collection. Questionnaire is used as research instrument. The
population of study is 75. The sample size of the study was 60.To conclude that the Training
and Development Program conducted in Streta IT Solutions Private Limited was found to be
good and the same may be said that if Streta IT Solutions Private Limited enhance its
Training and Development Program based on the above findings and suggestions it would
help the employees to build their personality better to face the challenging business
environments.

[Ikechukwu E. Nwosu]

examines the role of communication training and research in

integrated rural development. The author's major thesis is that if rural development communicators
and workers in developing countries are inculcated with the right skills, they can utilize the rich
potentials of modern and traditional communication to achieve rural development goals. Rural
development efforts in Nigeria and various other parts of the developing world are still largely
dominated by extremely specialised,urban-oriented, single purpose, professionally balkanized and
top-down programmes, conceptualised and executed by specialised government departments and
other foreign or local agencies. In this research two models were used the tri-modular training and
Sequential Research Models. After all this, the conclusion we still must make is that in order to reap
fully the rich benefits of communication in achieving rural development goals, we must produce a
corps of well-trained rural development communicators and researchers who can, among other things,
know how to remove or reduce the negative or unwanted influences of foreign communication and
research models, know the benefits of effectively combining modern and trado-rural communication
modes in executing rural development projects and realise that communication has to work closely
with other related fields to achieve integrated rural development objectives.

[ Fabrice Galia and Digo Legros]This paper simultaneously explores the firm-level
relationships between R&D investments, innovation, training investments, quality and firm
performance. It offers empirical evidence on how innovation, training and quality affect firm
profitability. This study is based on a sample of French firms and it establishes a circular scheme
between training, R&D, innovation and exports. However, the innovation literature does not
simultaneously account for the relationships between R&D investments, innovation, training
investments, quality and firm performance. This paper aims at describing these relationships and the
firms' specific characteristics conducive to performance. A five-equation system is specified and

23

forms a circular scheme. In order to estimate consistently this model, author use appropriate
econometric methods (ALS) which correct for simultaneity biases. The results are consistent with
many stylized facts of the empirical literature and show that the feedback effects are important. This
paper confirms the existence of a virtuous circle which links innovation to profitability via training
and quality. It permits to take into account simultaneously the important role of training and quality in
an innovation perspective. This study advocate for more empirical evidence that permit to highlights
the role of training and quality.
Summary:-

[Florian Friedrich] presents the findings from the first stage of a doctoral research project that
investigates innovative pedagogic practice in full-time vocational education and training (VET) in the
16-19 age bracket.The project aims to discover teachers understandings and motivations for
innovative practice, with a view towards improving educational policy making. This paper outlines
how initial expertinterviews facilitated the development of research foci as well as appropriate
analytical designs, and presents the results of these interviews. This research paper outlines the design
and some preliminary findings of a research project aimed at investigating innovative change
processes from the point of view of VET practitioners. It is based on assumptions that identify
teachers as central actors in the operationalisation of change. These findings can be expected to aid
the formulation of future VET policy changes. Invariably, VET is a complex sector, featuring both a
variety of college types and colleges with highly specific profiles. Increasingly, VET institutions
branch out into other sectors such as higher education and academic 16-19 provision. Public
perceptions of VET are limited or skewed, both in terms of the quality and pervasiveness of the
system. VET policy is often pursued by people with little first-hand experience in the sector and is
therefore frequently dominated by academic preconceptions.The development of pilot initiatives at
schools (bottom-up approaches to innovation; cooperation between schools or different types of
institutions such as FE colleges and academies, changes resulting from halting Modellversuche at a
federal level in Germany.

[Myers (2009)]

seeks to understand the role of existing training needs analysis

process of Abu Dhabi Police, and the factors that affect the process to identify the needs and
the impact of this on improving organisational performance. To achieve the aim of this study,
questionnaires and interviews will be carried out in the Abu Dhabi Police. Moreover, this
study hopes to contribute to the knowledge, by raising and improving the understanding of
current methods and practices of training needs analysis in Abu Dhabi Police and enrich and
fill the gaps in the literature of training needs analysis in Arab countries. This study will use
24

The McGehee and Thayers three-level (Organisation-Task-Person) conception of needs

assessment because it is considered the core framework for needs assessment in the academic
literature and most of the models developed since have been based on this three-level
framework (Holton, E. et al. 2000 The basis of this study is phenomenology which will adopt
mainly a qualitative approach to achieve the aims and objectives. The phenomenological
paradigm involves detailed examination of participants personal experience and is concerned
with an individuals personal perception or account of an object or event as opposed to an
attempt to produce an objective statement of the object or event itself). Both primary and
secondary data are used in this study. This study will also hope to raise awareness of the
importance of the training as an important strategic function, which could help organizations
to achieve corporate strategies and gives a better understanding of how training needs
analysis could be effectively approached and implemented and help to uphold the
performance of different public organizations, like Abu Dhabi Police.

[Hodges & Burchell, 2003] reports on work in progress. The overall aim of the study is to develop
a library and information cooperative education model for higher education institutions in South
Africa. In doing so, the author seeks also to document best practices from all the library and
information academic institutions. Questionnaires for the study were sent to students, work placement
hosts and academic institutions involved in WIL but this paper will only present the findings of those
work placement supervisors (n=21) who had responded at the time of writing this paper.Thirty-four
questionnaires were emailed to work placement supervisors. Twenty-one questionnaires were returned
fully completed and the data could be used for analysis purposes. Intotal, a response rate of 62% was
achieved.
The study has further revealed that library and information hosts view communication skills as very
important (this includes both verbal and written communication skills) and further regard
interpersonal skills as an important skill. Library and information practitioners work in different
aspects within the field: at the circulation desk they deal on a one-to-one basis with library users; as
subject librarians they deal directly with students and staff. The findings of this study will assist
library schools to learn best practices that may be included in their curriculum to make sure that
students are adequately prepared before entering the workplace.

[MARGOT PEARSON] presents a framework for an approach to supervisor development,

based on the assumption that in order to discuss supervisor development it is important to understand

25

what supervisors do and why. The article examines the nature of the educative process for research
students in the current research environment. It articulates the generic processes supervisors need to
engage in for effective supervision A framework for examining a range of implications for
supervision is provided by an investigation of senior academics conceptions of research. Since, in the
investigation, academics sometimes used the concept of scholarship to describe their understandings
of research, it was possible also to identify different conceptions of scholarship in the data. This
article presents a framework for an approach to supervisor development, based on the assumption that
in order to discuss supervisor development it is important to understand what supervisors do and why.
The article examines the nature of the educative process for research students in the current research
environment. It articulates the generic processes supervisors need to engage in for effective
supervision. The critical issues for supervisor development (as indeed for students) are priorities and
time. In the current context of pressure on students to achieve a range of outcomes, it is incumbent
upon supervisors to undertake the necessary professional development to prepare themselves for the
complex task of supervision. However, no single supervisor nor any one individual student will wish
to achieve all that we have outlined in this article as desirable outcomes. Whatever the path any
individual supervisor takes, the important outcome from such a programme would be the development
of adaptable, flexible supervisory practice based on an awareness of the broader issues associated
with the induction of research students, not only into the academic community, but into a world, as
Barnett (1997) puts it, characterised by multi-complexity, uncertainty and plurality.

[Ghazala Ishrat

deals with the comparative study of recruitment and selection, training and

development process of INDIAN MNCs and FOREIGN MNCs. This research paper highlights the
differences and similarities of the policies being followed in MNCs. Companies change their HR
practices according to the culture and PEST environment of the countries in which they operate.
Globalization is also an important driver in setting specific benchmarks for the hr policies being
followed. New concepts like E-HRM and HRMIT are developed to cope with the scenario in which
company is operating(as all companies now want to move beyond boundaries). Basic aim of all the
companies is to earn PROFIT but now the concept is little bit changed as HRM has taken an
important place in working of all the companies may it be national or multinational .Datas were
collected in both form. Primary data was collected through survey method by distributing
questionnaires to the employees.while secondary Data was collected from books, magazines, web
sites, going through the records of the organisation, etc. The recruitment process to some extent is not
done objectively and therefore lot of bias hampers the future of the employees. That is why the search
or headhunt of people should be of those whose skill fits into the companys values. Most of the

26

employees were satisfied but changes are required according to the changing scenario as recruitment
process has a great impact on the working of the company as a fresh blood, new idea enters in the
company. From the questionnaire found that mostly employees are young. Conclusion is that
company should try to utilize workforce through training and development .as its a good factor that
work force was young.

ISSUE 3.1.4 MRP IMPLEMENTATION

[W. H. IP]Manufacturing Resources Planning (MRP II) is recognized as being an effective

management system that has an excellent planning and scheduling capability which can offer a
dramatic increase in customer service, significant gains in productivity, much higher inventory turns,
and a greater reduction in material costs. Many companies world-wide have attempted to implement
MRP II systems. Many of them are now using MRP II with various levels of satisfaction. However,
failure of MRP II implementation was in fact experienced by other companies. One of the major
reasons of the failure of MRP II implementation is lack of understand and training of people. MRP II
is a people system rather than a computer system. Furthermore, the major driving force for the
adoption of MRP II system always comes from the management of the company. Thus the training
must not only cater for engineers but also the managers. This paper proposes a generic training
program for the engineers as well as management students with the objective to enhance their
understanding on the operation principles of MRP II, the emphasis being on the observation of
manufacturing in action rather than the familiarization of the canned software system. The training
program is developed from major manufacturing projects organized by the local industry. It enables
the students to assimilate the knowledge of MRP II planning and execution acquired from their
academic study and apply them in an industrial environment.

ISSUE 3.1.5 SPSS USED TO CONDUCT SEVERAL FORM OF ANALYSIS

[Owoyemi, Oluwakemi Ayodeji] explores the relationship between training and employees

commitment to their organisation. The paper was based on a survey of 250 employees and
management staff of a financial firm based in the South Western part of Nigeria. Statistical Package
for the Social Sciences (SPSS) was used to conduct several forms of Analysis. A regression analysis
was conducted on the data collected. The study revealed a positive statistical significant relationship

27

between the different levels This paper emphasise the importance of maintaining training, learning
and development levels during recession. This is based on two main suppositions; first, training
improves employees commitment to the organisation, and second, committed employees are likely to
be more productive. Null Hypothesis: There is no statistical significant relationship between training
and employees commitment to the organisation.
Alternative Hypothesis: There is a positive statistical significant relationship between training and
employees commitment to the organisation.
The target population for the study consists of all the employees of Financial Service organisation in
South-Western Nigeria. A total of 250 respondents, which represents seventy five percent of the total
population, returned the questionnaire distributed. This research has adopted a one-sided approach of
the effect of training, learning and development on employee attitude in terms of commitment.
Although this result suggests that it is beneficial to both employees and employers, it did lay much
emphasis on the fact that training can increase the operational cost of running an organisation which
can reduce the gross profit for those establishments that are large and those that train most of their
employees. The cost implications can be either monetary attitude in terms of commitment. The main
purpose of this paper is to investigate the relationship between training, learning and development to
commitment.
This result is consistent with other research and findings on the relationship between training and
employees commitment to the organisation.

[ARUNKUMAR PENNATHUR, ANIL MITAL, VENKAT RAJAN,DAVID KABER,] reviews

training literature, identifies re search de ficiencies, and propose s a framework for training workers in
contemporary manufacturing environments. The obje ctive s of this paper are to: ( 1) review published
training lite rature , ( 2) identify re search de ficiencie s in industrial worker training are a, and ( 3)
propose a ge ne ric framework for training industrial worke rs. The discussion is limited to and is in
the context of product manufacturing. The emphasis is on de ve loping a training proce ss framework
that would al low worke r s in man ufactur in g organization s to acquire skills needed to harn ss the
latest te chnology. Training lite rature is reple te with a var ie ty of instructional me thods, such as
classroom le cturing, programmed instruction, compute r aided instruction, machine simulators,
behavior modification technique s, simulations involving business game s, role playing, and
behavioral role -mode ling used. A pre -training and post-training test will help to determine if the
trainee s performance improved significantly after training. The overall conclusion of surveys is that
training the workforce is indeed essential. There are , however, no systematic investigations of
training methods in the manufacturing context that have been reported in engineering literature. As

28

mentioned earlier, these studies provide insights into training methods, factors affecting training and
influencing training outcomes, training performance measure s, and human behavior. However, the y
provide very little insight into training practice s, needs, methods, and e valuation criteria, that one
would find useful in developing training programs for workers in a manufacturing. The se studies
demonstrate that a method `works or is `superior to another method, but add little practical value as
the y do not show why a certain method enhance s learning or how a certain method can be used more
effectively for training (Tannenbaum and Yukl 1992 ) .

The purpose of this research is to determine the current training and development experiences and the
emerging best practices of large corporations in the manufacturing and non-manufacturing sectors in
the Philippines. Findings reveal that the most frequently cited importance of training is that it helps
improve job performance. Companies implement technical training slightly more than behavioural
training. The most often used training method is the lecture, combined with the use of new
technologies such as the CD-ROM, the Internet, and the company intranet/portal. Adequate resources
like budget and expertise are provided for the delivery of the training and development programs. The
implementation of extensive and continuous training and development programs, not only for the
improvement of technical competence, but also for the development of cultural behaviours and values
congruent with the companys core values and philosophy, is one of the emerging best practices that
stimulate innovation. Several emerging workplace patterns and best training and development
practices which are considered to stimulate and generate innovations were identified by the different
participating companies.These lessons which other companies can learn from are related to people
commitment,use of resources, and a conducive organizational climate. The top prevailing emerging
best practice is the implementation of extensive continuing training and development programs, not
only for the improvement of technical competence, but also for the development of cultural
behaviours and values congruent with that of the companys core values and philosophy.

29

COMMON FINDING:-

1.Author have reported on various ways in both virtual and traditional approaches to support new
forms of learning requiring flexibility and adaptation of learning groups needs.
2.The author aims at diversification training mode for students in major of software engineering based
on university enterprise cooperation is proposed in this paper. This method provides an innovative
format in effectively educating software talents, and is worthy of continued studying and
experimenting.
3. This highlights the importance of effectively managing the assessment, placement and promotion
components, to ensure that employee dissatisfaction is minimised.This finding highlights the
importance of involvement at all levels fully with communication to all staff.
4. On the job training method was adopted in order to train employees.
5. .on board training system has realistic training environment, effective, low cost, safety, ease of
implementation and many other advantages.
6 The literature review of previous experiences revealed that new forms of learning require flexibility
and adaptation towards the learning groups needs.
7.. With the advantage of training costs less, high security, training content easy setting, but the
development cost is high, training time is not nimble, training effect is limited; on t he contrary,
navigation training is training in a real environment ,operation training effect is good, but there are
huge spending, training opportunity is inconvenience.
8. A combination of semi structured interviews and a survey questionnaire, which was administered to
the persons responsible for the T&D within the organisations
9. Datas were collected in both form. Primary data was collected through survey method by
distributing questionnaires to the employees.while secondary

Data was collected from books,

magazines, web sites, going through the records of the organisation, etc.
10. Most of the employees were satisfied but changes are required according to the changing scenario
as recruitment process has a great impact on the working of the company as a fresh blood, new idea
enters in the company. From the questionnaire found that mostly employees are young. Conclusion is
that company should try to utilize workforce through training and development .as its a good factor
that work force was young.

30

11.Training literature is replete with a variety of instructional methods, such as classroom lecturing,
programmed instruction, computer aided instruction, machine simulators, behavior modification
technique s, simulations involving busine ss game s, role playing, and behavioral role -modeling used.
A pre -training and post-training test will help to determine if the trainee s performance improve
dsignificantly after training
.12.Adequate resources like budget and expertise are provided for the delivery of the training and
development programs.
13. The top prevailing emerging best practice is the implementation of extensive continuing training
and development programs, not only for the improvement of technical competence, but also for the
development of cultural behaviours and values congruent with that of the companys core values and
philosophy.

31

Chapter 4
STRENGTHS AND WEAKNESS

Strength:
1.A promising proof of concept for the Second Life platform has led to an improved approach for
the open source platform, OpenSimulator. It supports end-users (learners and teachers) to design
and reuse learning settings that include 3D components and in-world tools.
2.author have reported on various ways in both virtual and traditional approaches to support new
forms of learning requiring flexibility and adaptation of learning groups needs.
3 Author has focused on developing an airway management training systems designed to reproduce
various cases of difficult airway.
4.In particular, the mechanism design of the Waseda Kyotokagaku Airway No.2 (WKA-2) is detailed.
5.As a future work, author will implement the virtual compliance control to enable the WKA-2 to
physically interact with the operator during the training session
6.Author aims to construct a new teacher education model, which is constructed by a virtual learning
community based on a teacher training platform on the internet. The application of video cases opens
a new way for teachers professional development.
7.. In order to promote the balanced development of education in Beijing suburbs, teacher education
model of TVC-VLC will continue and accumulate experience in more suburbs to support much more
teachers to enhance their professional quality.
8.This study attempted to improve ERP system usage by adapting Technology Acceptance Model 2
(TAM2) theoretical model with additional Information Technology (IT) system usage factors of
training, management support, perceived behavioral control and technical support
9.This forward the basic stru ture of main power plant OBTS, research the embedded technology, has
a guiding significance for the subsequent OBTS research
10.on board training system has realistic training environment, effective, low cost, safety, ease of
implementation and many other advantages.
11.The author aims at diversification training mode for students in major of software engineering
based on university enterprise cooperation is proposed in this paper. This method provides an

32

innovative format in effectively educating software talents, and is worthy of continued studying and
experimenting.

12.Then game engines were introduced and The type of games that these engines were designed for
are predominantly first person shooters, where the user controls the movements and actions of a
computer character and the visual display mimics the perspective of what the in-game character
would see with his/her own eyes. .Benifts including education and student laboratories, medicine as
well as disaster response and military training.

13. on the job training method was adopted in order to train employees. This lead us to conclude that
the effort to improve and develop SOEs should first be tackled at macro (national) level. In this
respect, a consistent and coherent economic development policy will provide well designed and
coordinated implementation mechanism that will, in turn, facilitate the process of organizational
restructuring and human resource development at micro (enterprise) level.
14.The author discusses the use of succession management approaches in the strategic development of
an organisations high potential and talented employees. In this instance succession management has
provided the implementing organisation with a systematic and transparent process for successfully
identifying, developing and promoting high potential employees and is an example of best practice
in succession management.
15. The evaluation model was adapted from Kirkpatricks hierarchy of evaluation. The four levels of
evaluation and their components. The evidence for the evaluation was collected by means of
interviews, video casestudies and organisational data on development planning, placements and
utility analyses.
16.This highlights the importance of effectively managing the assessment, placement and promotion
components, to ensure that employee dissatisfaction is minimised.This finding highlights the
importance of involvement at all levels fully with communication to all staff.
17. The most popular evaluation tools and technique used are questionnaires, and the most common
model used is the Kirkpatrick model, however, the most common level of evaluation is the reaction
level

18. Pearson correlation analysis showed a positive and significant relationship between
supervisor's role in training programmes and the transfer of training.

33

19. These findings have implications for human resource management (HRM) policies and
practices by detailing guidelines to improve organisational remuneration system as well as
pathways for enhancing the role of supervisors in training programmes in order to facilitate
the transfer of training, particularly within the Malaysian public sector.

20. Tri-modular training and Sequential Research Models were used.

21. A five-equation system is specified and forms a circular scheme. In order to estimate consistently
this model, author use appropriate econometric methods (ALS) which correct for simultaneity biases.
The results are consistent with many stylized facts of the empirical literature and show that the
feedback effects are important. This paper confirms the existence of a virtuous circle which links
innovation to profitability via training and quality.
22. This study will use The McGehee and Thayers three-level (Organisation-Task-Person)
conception of needs assessment because it is considered the core framework for needs assessment in
the academic literature and most of the models developed since have been based on this three-level
framework.
23. New concepts like E-HRM and HRMIT are developed to cope with the scenario in which
company is Operating.
24. Manufacturing Resources Planning (MRP II) is recognized as being an effective management
system that has an excellent planning and scheduling capability which can offer a dramatic increase in
customer service, significant gains in productivity, much higher inventory turns, and a greater
reduction in material costs.
25. Statistical Package for the Social Sciences (SPSS) was used to conduct several forms of Analysis.
A regression analysis was conducted on the data collected.
26. The most often used training method is the lecture, combined with the use of new technologies
such as the CD-ROM, the Internet, and the company intranet/portal.. Adequate resources like budget
and expertise are provided for the delivery of the training and development programs.

34

WEAKNESS:-

1 .The literature review of previous experiences revealed that new forms of learning require
flexibility and adaptation towards the learning groups needs.
2.

Because of the local restrictions on the level of teaching, there are a few representative

teaching video cases at present.

3.

With advantage of training costs less, high security, training content easy setting, but the

development cost is high, training time is not nimble, training effect is limited; on t he contrary,
navigation training is training in a real environment ,operation training effect is good, but there
are huge spending, training opportunity is inconvenience.
4 Too centralized and unified management, limited professional education and too rigid teaching
5. This has highlighted a crucial issue for international companies to be aware of the cross
cultural implications
6. Importantly, there is a need to evaluate the outcomes of external T&D programmes rather
than asking the external provider to perform the examination phase.
7. In the Training program process; the identification of the needs is a crucial aspect. Hence the
needs are identified according to the organizational analysis as well as task analysis.
8. Rural development efforts in Nigeria and various other parts of the developing world are
still largely dominated by extremely specialised, urban-oriented, single purpose,
professionallybalkanized and top-down programmes, conceptualised and executed by
specialised government departments and other foreign or local agencies
9.

This paper will only present the findings of those work placement supervisors (n=21) who
had responded at the time of writing this paper.

35

CONCLUSION
The review of 30 research papers has been carried out in the area of Training and
development to investigate and find out current challenges and scope of work. A promising
proof of concept for the Second Life platform has led to an improved approach for the open source
platform, OpenSimulator. It supports end-users (learners and teachers) to design and reuse learning
settings that include 3D components and in-world tools.
Author have reported on various ways in both virtual and traditional approaches to support new
forms of learning requiring flexibility and adaptation of learning groups needs.
Author has focused on developing an airway management training systems designed to reproduce
various cases of difficult airway.
.In particular, the mechanism design of the Waseda Kyotokagaku Airway No.2 (WKA-2) is detailed.
As a future work, author will implement the virtual compliance control to enable the WKA-2 to
physically interact with the operator during the training session.Author aims to construct a new
teacher education model, which is constructed by a virtual learning community based on a teacher
training platform on the internet. The application of video cases opens a new way for teachers
professional development.
In order to promote the balanced development of education in Beijing suburbs, teacher education
model of TVC-VLC will continue and accumulate experience in more suburbs to support much more
teachers to enhance their professional quality.

Manufacturing Resources Planning (MRP II) is recognized as being an effective

management system that has an excellent planning and scheduling capability which can offer
a dramatic increase in customer service, significant gains in productivity, much higher
inventory turns, and a greater reduction in material costs.
These findings have implications for human resource management (HRM) policies and
practices by detailing guidelines to improve organisational remuneration system as well as
pathways for enhancing the role of supervisors in training programmes.

36

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