Effectiveness of Training and Development in the Indian IndustrieS

Abstract

The enormous production needs of the World War I and II created a heavy influx of new workers with little or no industrial education or skills to the workplace, thereby necessitating massive training efforts that were at once fast and effective. In particular, the heavy demand for shipping construction during world war I resulted in tenfold increase in workers trained on-site instructors who were supervisor using simple force step method: show, tell, do, check. During the World War II, large numbers of trained industrial workers left their Jobs to enter the armed forces, severely limiting the organisational support normally provided by co workers in train their replacements. Heavy demands were placed on foremen and supervisors, and training within industry (TWI) service was formed to trained supervisors as the instructors. Job instruction training (JIT) was employed to train defence _ plant supervisors in instructing new employees in necessary job skills as quickly as possible. Other programs included job relations training (GRT), job methods training (GMT), and job safety training (GST). During this time, the American Society for Training and Development (ASTD) was formed. By the end of World War II most companies and organisations realized the importance of training and development as a fundamental organisational tool. th century witnessed the emergence of training and development as a profession, resulting in the creation of training associations and societies, the advent of the assembly line requiring greater specificity in training, and the dramatic training requirements of the world wars important groups forming during this period include the American Management Association in 1923 (which began as the National Association of Corporation schools in 1913) ,and the National Management Association in 1956(which began as the National Association of Foremen in 1925). At the same time, Henry Ford (1863-1947) introduced the assembly line at his Highland Park, Michigan, plant. Because, the assembly line created an even greater division of labour, along with an unprecedented need for precision and teamwork, job tasks and assignments required more highly specific and focused training than ever before. The enormous production needs of the World War I and II created a heavy influx of new workers with little or no industrial education or skills to the workplace, thereby necessitating massive training efforts that were at once fast and effective. In particular, the heavy demand for shipping construction during world war I resulted in tenfold increase in workers trained on-site instructors who were supervisor using simple force step method: show, tell, do, check. During the World War II, large numbers of trained industrial workers left their Jobs to enter the armed forces, severely limiting the organisational support normally provided by co workers in train their replacements. Heavy demands were placed on foremen and supervisors, and training within industry (TWI) service was formed to trained supervisors as the instructors. Job instruction training (JIT) was employed to train defence _ plant supervisors in instructing new employees in necessary job skills as quickly as possible. Other programs included job relations training (GRT), job methods training (GMT), and job safety training (GST). During this time, the American Society for Training and Development (ASTD) was formed. By the end of World War II most companies and organisations realized the importance of training and development as a fundamental organisational tool. Hence, the researcher has taken the importance and effectiveness of training and development programmes and selected Brakes India Ltd, Chennai, Tamil Nadu, India as her area of study. II. Review Of Literature This part briefly reviews the study of different aspects of evaluation of effectiveness of training and development connected either directly or indirectly with the present study. The review of literature was highly useful to design the present study as it indicated the research gap in the study of training programmes of Brakes India Limited, Padi, Chennai. The study of training programmes, policies and practices has attracted the attention of many researchers and research organizations in western countries, particularly the United States of America. Their experiences may be of relevance and significance to us.