Need for Training

Need for Training The purpose of Training can be explained as follows i) Improved Quality of Work Training helps to focus on specific area and develop employee skills. It enables employee to increase the quality of work carried out by them. ii) Enhance Employee Growth Employees who undergo training becomes good at their job. Imparting new skills helps in performance enhancement of the employees. iii) Prevention of Obsolence Training helps to learn more knowledge regarding the latest technologies and techniques. The employee gets updated with the latest technology and trend. The major purpose of training is to avoid obsolence. iv) Enlightening New Recruits New employee can learn the methods of working, techniques, reporting, related tools and equipment used in the job, the work culture of the company etc. with the help of training. v) Improved Safety Measures Employees gain awareness about the risks involved in job and safety measure to be adopted through a proper training program. This helps to improve safety in the work place and avoid accidents. vi) Motivating Employees An employee needs continuous development to move along the career path as per the career planning. Training motivates and instils organizational commitment. vii) Higher Productivity and Profits Efficient training improves higher productivity and more profits as the trained employee can apply more skills and techniques at works. It helps them do work at faster rate and complete it with high perfection. viii) Cost Reduction Trained employees can utilize the resources in an efficient manner. There is no possibility of wastages of resources and all facilities are used at an optimum level. This will lead to cost reduction. ix) Reduced Supervision Trained employees need minimum supervision as they are educated about various aspect of job in detail at the training programme. x) Better Adaptability Employees are able to adapt themselves to new technologies and new methods of work which constantly undergoes changes. 12th Commerce Unit - - . . PM