Objectives of Employee Training

Everything you need to know about the objectives of training. Training is an organised activity for increasing the technical skills of the employees to enable them to do particular jobs efficiently.

In other words, training provides the workers with facility to gain technical knowledge and to learn new skills to do specific jobs. Training is equally important for the existing and as well as new employees. It enables the new employees to get acquainted with their jobs and also increase the job-related knowledge and skills.

It attempts the improvement of their performance in the present job or prepares them for a future job. Training objectives are laid down keeping in view the company’s goals and objectives. According to Edwin D. Flippo, “The purpose of training is to achieve a change in the behaviour of those trained and to enable them to do their jobs better”.

The objectives of training employees are:-

1. Job Requirements 2. Enhance Knowledge of Employees 3. Improve Job Related Skills 4. Change in Technology 5. Develop Proper Job-Related Attitudes 6. Smooth Working 7. Less Errors 8. Good Relationship

9. Helps in Facing the Challenges 10. Increase Productivity 11. Improve Quality 12. Help a Company Fulfil Its Future Personnel Needs 13. Improve Organizational Climate 14. Improve Health and Safety 15. Obsolescence Prevention and 16. Personal Growth.

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Objectives of Employee Training in an Organisation

Objectives of Training – General Objectives: Enhance Knowledge of Employees, Improve Job Related Skills, Develop Proper Job-Related Attitudes and a Few Others

The general objectives of training are discussed below:

Objective # 1. To Enhance Knowledge of Employees:

Organisations need to help their employees to keep up their knowledge in tune with the contemporary trends. This is especially so in these days of explosive improvements and innovations in science and technology. Organisations should support their personnel in the battle against obsolescence. Personnel are to be exposed to refresher courses and developmental programs with a view to improve their utility to the organisation.

Objective # 2. To Improve Job Related Skills:

Some employees are not able to perform their jobs well. They possess inadequate skills and knowledge of their assignments with the result that they produce poor quality and volume of output, waste resources, damage equipment and tools, respond insufficiently to the supervisor’s instructions and so on. They need a training course for the purpose of removing their deficiencies and fitting them to their jobs.

Objective # 3. To Develop Proper Job-Related Attitudes:

The employees have to be trained to develop positive and helpful attitudes towards their jobs, superiors, colleagues and juniors, the goals, policies and procedures of the organisation and to the environment of the work place.

Employees sometimes tend to be ignorant, indifferent and even hostile towards their jobs in their inter-personnel relations and to the work culture. Attitude development and socialisation of the personnel is essential for generating teamwork, ensuring discipline and maintaining consistent behaviour.

Objective # 4. To Prepare for Higher Responsibilities:

The personnel need to have opportunities for advancement in their careers. Concurrently, they should also be striving for assuming higher responsibilities and performing more complex tasks with competence. For this purpose, an organisation may design a system whereby opportunities are made available to personnel for their career advancement and simultaneously preparing them through training for higher positions.

Objective # 5. To Facilitate Organisational Changes:

Organisations need to be dynamic to cope with, adjust and adapt to the changes in technology and other environmental forces. The personnel have to be conditioned to learn new skills and capabilities to enable them to be receptive to required changes and to assimilate them.

For this purpose, they are to be properly trained. Training of personnel is one of the approaches for the organisation to win over their resistance to change which is caused by fear, anxiety and unfamiliarity.

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Objectives of Training

The overall objective of the training programme is designed to solve the problem. For example, Wyeth, pharmaceutical company, focuses its training on separate sets of companies for sales employees, and for managers. Training is the application of the knowledge. It makes people aware of the rules and procedures for guiding their behaviour.

It attempts the improvement of their performance in the present job or prepares them for a future job. Training objectives are laid down keeping in view the company’s goals and objectives. According to Edwin D. Flippo, “The purpose of training is to achieve a change in the behaviour of those trained and to enable them to do their jobs better”.

For achieving this objective, a training programme should try to bring positive change in:

1. To impart to new entrants the basic knowledge, which helps a trainee in knowing the policies, facts, procedures and rules related to his job and enable them to perform their jobs well.

2. Skills, which help a trainee in increasing his technical and manual efficiency necessary in doing in his job and to teach the employees new techniques and ways of performing the job or operations. It may suggest that skills need to be “fine-tuned”.

3. Attitude, which moulds a trainee’s behaviour towards his supervisors and co-workers and creates a sense of responsibility in the trainee.

4. To equip the employee to meet the changing requirements of the job and the organization.

5. To prepare employees for higher level tasks and build-up a second line of competent managers.

6. To broaden the minds of senior managers by providing them with opportunities for an interchange of experiences with others with a view to correcting the narrowness of the outlook that may arise from over specialisation.

7. To impart customer education for the purpose of meeting the training needs of corporations which deal mainly with the public. For example, Hindustan Steel Ltd., Gujarat State Road Transport Corporation, Heavy Electrical, Gujarat State Fertilizer Corporation, Western Railway, All India State Road Transport Corporation, and B.E.S. & T. Mumbai.

8. To raise efficiency and productivity of employees and the organization as a whole.

9. To create a pool of well trained, capable and loyal employees at all levels and thereby to make arrangement to meet the future needs of an organization.

10. To provide opportunities of growth and self-development to employees and thereby to motivate them for promotion and other monetary benefits. In addition, to give safety and security to the life and health of employees.

11. To avoid accidents and wastages of all kinds. In addition, to develop balanced, healthy and safety attitudes among the employees.

12. To meet the challenges posed by new developments in science and technology.

13. To improve the quality of production and thereby to create market demand and reputation in the business world.

14. To develop cordial labour-management relations and thereby to improve the organizational environment.

15. To develop positive attitude and behaviour pattern required by an employee to perform a job efficiently. In other words, to improve the culture of the organization.

16. To prevent manpower obsolescence in an organization.

17. To develop certain personal qualities among employees which can serve as personal assets on long-term basis.

18. It improves administrative capability for development involves the ability to mobilize, allocate and combine actions that are technically needed to achieve organizational objectives.

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Objective of Training: 8 Quick Points

The training is a process of learning a sequence of programmed role and behaviour relevant to job performance. It aims to create and develop the skill and knowledge that is needful to make excellences in performing a task. The ultimate objective of training is to achieve company objectives by providing an opportunity to employees to enhance their knowledge, skills and attitude.

The objectives of training are as given here:

1. To provide the knowledge about the working system, process and principles etc.;

2. To provide the objective, plans and programmes of the enterprise to employees;

3. To give the knowledge about new and innovative techniques of work performance;

4. To provide the norms, provisions, regulations and approaches concerning of the concern;

5. To raise the level of moral, enthusiasm, work spirit and work culture among employees;

6. To enhance the potentialities for career development of employees;

7. To develop a suitable procedure of recruitment, selection and induction programme;

8. To encourage new and innovative skills, efficiencies, capabilities, methods and techniques in operational scenario.

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Objectives of Training – 5 Basic Objectives: Induction, Updating, Preparing for Future Assignments and a Few Others

Training per se can be used by organizations for multiple purposes, and a variety of factors can influence the organizations’ approach towards training.

More specifically the basic objectives of training are:

i. Induction:

Training can be used by organizations for inducting new recruits into the organization. The initial period plays a predominant role in the assimilation/association of the organization. The induction training is used by organizations for acclimatization and also introducing to policies/procedures of the organization.

Realizing its importance, in organizations such as Wipro Corporation, the Chairman, Azim Premji, makes it a point to spend an entire day with the new recruits to communicate his ideals and build rapport with them.

ii. Updating:

Training can also be used for periodical updating of skills of the employees. This may become essential because of new policies and launch of new products. The refresher courses conducted by banks for their employees are an example.

iii. Preparing for Future Assignments:

The organizations also use training as a tool to prepare employees for higher responsibilities in future. Organizations also conduct training in order to build loyalty among the employees. The public sector organizations, especially the banks, conduct an exclusive training programme for promotee clerks/officers.

iv. Competency Development and Identification of Training Needs:

It is a known fact that identification of training needs and competency development are increasingly recognized as imperative to stay alive in competition. The Vysya Bank during late nineties had adopted a Core Competencies Programme. The bank had identified five areas—marketing, credit, cash management services, treasury, and HRM.

The employees were selected through a written examination and an interview and the selected candidates were given extensive training in the training college and also the work places.

v. Simulation and Game Play:

In case of technical subjects and complicated projects, it would not be feasible for the employees to be trained on the job, and, in such cases, organizations create simulated work conditions to train the employees. In the aviation industry, pilots are trained in a simulated environment. In the armed forces, the recruitment is done through game- plays and the new recruits are also placed through game-plays to improve their decision-making skills.

Private sector organizations take their employees on trekking trips and expeditions to build rapport among them and also to improve their ability to adapt to new challenges or situations. The other innovative purposes for which training is being deployed by the organizations are organizational analysis, task analysis, man and equipment analysis, HR clinics, incubators, etc.

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Objectives of Training – To Provide Job Related Knowledge, Impart Skills, Bring about Change in Attitudes, Improve Productivity, Reduce Accidents and a Few Others

Training is concerned with increasing the knowledge and skills of employees for doing specific jobs, and development involves the growth of employees in all aspects. Whereas training increases jobs skills, development shapes attitudes of employees.

According to Edwin B. Flippo, “Training is the act of increasing the knowledge and skills of an employee for doing a particular job.” Training is an organised activity for increasing the technical skills of the employees to enable them to do particular jobs efficiently. In other words, training provides the workers with facility to gain technical knowledge and to learn new skills to do specific jobs. Training is equally important for the existing and as well as new employees. It enables the new employees to get acquainted with their jobs and also increase the job-related knowledge and skills.

O. Jeft Harris has expressed that, ‘training of any kind should have as its objective the redirection or improvement of, behaviour, so that the performance of the trainee becomes more useful and productive for himself and for the organization of which he is a part. Training normally concentrates on the improvement of, either operative skills (the basic skills related to the successful completion of a task), interpersonal skills (how to relate satisfactorily to others), decision making skills (how to arrive at the most satisfactory causes of action), or a combination of these’.

The objectives of training are as follows:

(i) To provide job related knowledge to the workers.

(ii) To impart skills among the workers systematically so that they may learn quickly.

(iii) To bring about change in the attitudes of the workers towards fellow workers, supervisor and the organisation.

(iv) To improve the productivity of the workers and the organisation.

(v) To reduce the number of accidents by providing safety training to the workers.

(vi) To make the workers handle materials, machines and equipment efficiently and thus to check wastage of time and resources.

(vi) To prepare workers for promotion to higher jobs by imparting them advanced skills.

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Objectives of Training – Top 10 Objectives: Developing Employee Competencies, Effective Job Performance by New Entrants, Helping to Grow and a Few Others

Training is a process of enhancing skill, knowledge, competencies of employees so that they can perform present jobs. The basic objective of training is to help organization to achieve its goals by adding value to the employees.

Training policy of the company is formulated looking to its vision, mission, and also employees’ strength, operational activities, technological advancement and so on.

The particular objectives of training are discussed below:

1. Developing employee competencies – A systematic, planned training programme helps the employees to improve their knowledge, skill abilities. Employees through participation in training programme, workshop, can enrich their knowledge, can interact with the trainer to share views, to remove wrongful, rigid perception, can strengthen their weaker areas.

2. Effective job performance by new entrants – Training makes the new entrants effective by imparting skill, knowledge, moulding attitudes, beliefs, mind-set, acquainting with policies, norms, rules, adjusting to the new environment, culture of the organization.

3. Helping to grow – Training helps the employees to grow with the organization as the necessary input requiring for job performance in changing scenario, is provided to the trainees.

4. Customers delightment – Training makes the people aware of rendering customer satisfaction and delightment, so that they can take necessary measure to deliver quality goods and services at reasonable cost.

5. Acceptance of change – Organization needs to introduce new methods, techniques, device, latest technology to cope with the situation arising out of stiff competition in the market. This is possible if the employees are aware of recent changing phenomena and accept changes. Training moulds the mind-set of the people appropriately to accept changes in the organization.

6. Preparing reservoir of talented, committed and loyal workforce – Training makes the people knowledgeable, skilled, competent, provides opportunity to utilize latent/potential areas of the people, makes the people know about rules, regulations, philosophy, policies of the organization. Thus, a reservoir of talented, committed and loyal workforce is created to ensure smooth supply of personnel to the departments as and when required.

7. Reduction of absenteeism, employee turnover rate and increase of production, productivity – Tailor made programmes are designed with the objectives of making the people know about the evil effect of absenteeism, necessity of increasing production and productivity, different schemes of the organization for providing welfare benefit, social security to reduce employee turnover rate.

8. Developing pro-acting capabilities – Training improves knowledge’s, skill, competencies of the people to identify / predict the probable issues / problems to be confronted in near future, and to develop proacting capabilities to face the challenges.

9. Making the people dynamic – Dynamism is needed to activate amongst the employees, so that they can realize the necessity of dynamic activities for survival, growth and development of the employee community and the organization as well. Training is such a mechanism that makes the people dynamic.

10. Uninterrupted industrial/ business activity – Training prepares the people to perform the job of higher responsibility through development of skill, knowledge, abilities and other areas of qualitative traits. So, organizational activities are not affected in a situation when higher posts crop up vacant due to retirement, death, resignation, dismissal, discharge etc.

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Objectives of Training – 6 Main Objectives: Enhance Employee’s Performance, Update Employee’s Skills, Delay Managerial Obsolescence and a Few Others

In human resource development training is one of the most important sub-systems. Training is specialised function and is one of the fundamental operational of human resource management. Training is a short-term process. It uitilises a systematic and organised procedure by which non-managerial personnel acquire technical knowledge and skills for a definite purpose.

It refers to instruction in technical and mechanical operations, like operation of some machine. It is designed primarily for non-managers, it is for a short duration and it is for a specific job-related purpose.

Tranining is of utmost importance. It helps in bridging the gap between the requirements of a job and the present competence of an employee. It improves changes, moulds the employees knowledge, skill, behaviour, aptitude and towards the requirements of the job and organisation.

Dale S. Reach defines it as, “Training is the organised procedure by which people learn knowledge and/or skill for a definite purpose.”

H. John Rernardin states that, “Training is any effective attempt to improve employee performance on a currently held job or one related to it.”

Edwin R. Flippo opines, “Training is an act of increasing the knowledge and skills of an employee for doing a particular job.”

M.C Cord and Efferson opines, “Training is the continuous, systematic development among all levels of employees of that knowledge and their skills and attitude which contribute to their welfare and that of the company.”

Main objectives of training are provided as under:

1. To Enhance Employee’s Performance:

The main objective training is to enhance employee’s performance. Imparting new skills help in performance enhancement of the employees assigned with specific tasks. Training helps to bridge the gap between actual performance and expected performance.

2. To Update Employee’s Skills:

It is the organisational and moral responsibility of the management to keep employees equipped with the knowledge and skills required to cope with technological changes taking place at a faster rate. Training systems enable employees to update their abilities and integrate the technological changes successfully into organisational systems and processes.

3. To Avoid or Delay Managerial Obsolescence:

A manager’s inability to cope with ‘ technological advancements is called managerial obsolescence. It is the management’s failure to adopt new methods and processes. The obsolescence, in its turn, retards organisational performance. The major purposes of training are to improve, avoid managerial obsolescence, make him well prepare for promotion and satisfy personal growth needs.

4. To Prepare for Promotion and Managerial Succession:

An employee acquires new skills in a training programme; so can a manager. He/she accepts challenging tasks and does not hesitate to assume and bear higher responsibilities. Training elevates the employee from the present job to the next job easier, faster and smoother.

5. To Motivate and Prevent Employee Attrition:

Training motivates and reinstates organisational commitment. Managers must provide adequate training facilities to all the employees, particularly to the promising individual.

6. To Increase Organisational Stability:

Human performance is determined by the level of knowledge, skill and motivation. A trained person needs less time and attention from the supervisor as training makes him/her self-propelled. As such, training substantially saves the time of supervisors. Besides, training reduces accident rates, breakdown of machines and facilities, rejections and wastes and enhances labour and material productivity.

These factors improve organisational stability through the creation of a reservoir of a knowledgeable and skilled workforce who can help an organisation to sustain the competitive edge and advantages.

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Objectives of Training – Job Requirements, Change in Technology, Smooth Working, Less Errors,  Good Relationship, Helps in Facing the Challenges and a Few Others

The following are the objectives of the training:

Objective # 1. Job Requirements:

New employees in the organization need detailed instruction and proper training for effective and good performance in the organization. The employees who are selected due to new environment might not be able to give their best, so the new entrants should be provided with proper orientation training to make them familiar with the working conditions and the organization.

Objective # 2. Change in Technology:

There is a rapid change in the technology. Due to the changing technology in this era there in a need for training, as with the help of this new entrants as well as old employees can learn and can be made aware of the changing technology which play an important role in their development as well as for the development of the organization.

Objective # 3. Smooth Working:

To ensure smooth and efficient working of a department as well as sub departments in the organization.

Objective # 4. Less Errors:

With the help of training to all the individuals those who require they can minimize operational errors and can being down the cost of production.

Objective # 5. Good Relationship:

With the help of training all the people will be learning the things under one roof by this way a sound relationship between the worker and his job the optimum man task relationship as well as good contracts and understanding with the superior will be established.

Objective # 6. Helps in Facing the Challenges:

With the help of training the people who under-went training will be able to face different challenges in the competitive era. By this manner the employees can meet the present as well as the changing requirements of the job and the organization.

Objective # 7. To Increase Productivity:

Instructors can help employees increase their level of performance on their present assignment. Increased human performance often leads to increased operational productivity and increased company profit.

Objective # 8. To Improve Quality:

Better informed workers are less likely to make operational mistakes. Quality increase may be in relationship to a company product or service or in reference to the intangible organizational employment atmosphere.

Objective # 9. To Help a Company Fulfil Its Future Personnel Needs:

Organizations that have a good internal programme for development will have to make less drastic manpower changes and adjustments in the event of sudden personnel alternations. When the need arises organizational vacancies can be easily staffed from maintaining an adequate instructional programme for both its non-supervisory and managerial employees.

Objective # 10. To Improve Organizational Climate:

An endless chain of positive reactions result from a well-planned training programme.

Objective # 11. To Improve Health and Safety:

Proper training can help prevent industrial accidents. A safer atmosphere leads to more stable mental attitudes on part of employees. Managerial mental status would also improve, if supervisors know they can better themselves through company designed development programmes.

Objective # 12. Obsolescence Prevention:

Training and development programmes foster the initiative and creativity of employees and help to prevent manpower obsolescence due to age, temperament, or motivation or the inability of a person to adapt himself to technological changes.

Objective # 13. Personal Growth:

Employees on a personal basis gain individually from their exposure to educational expressions. Management development programmes seems to give participants a wider awareness, an enlarged skill and enlightens realistic philosophy and make personal growth possible.

While setting the training objectives the following criteria may be used:

(i) Nature and size of the group to be trained.

(ii) Roles and tasks to be coined out by the target group.

(iii) Identification of the behavior where change is required.

(iv) Operational results to be achieved through training.

(v) Indicators to be used in determining changes from existing to the desired level in terms of frequency.

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Objectives of Training

Generally, line managers ask the personnel manager to formulate the training policies.

The Personnel Manager formulates the following training objectives in keeping with the Company’s goals and objectives:

(a) To prepare the employee both new and old to meet the present as well as the changing requirements of the job and the organisation.

(b) To prevent obsolescence.

(c) To impart the new entrants the basic knowledge and skill they need for an intelligent performance of definite job.

(d) To prepare employees for higher level tasks.

(e) To assist employees to function more effectively in their present positions by exposing them to the latest concepts, information and techniques and developing the skills they will need in their particular fields.

(f) To build up a second line of competent officers and prepare them to occupy more responsible positions.

(g) To broaden the minds of senior managers by providing them with opportunities for an interchange of experiences within and outside with a view to correcting the narrowness of outlook that may arise from over-specialisation.

(h) To develop the potentialities of people for the next level job.

(i) To ensure smooth and efficient working of a department.

(j) To ensure economical output of required quality.

(k) To promote individual and collective morale, a sense of responsibility, co-operative attitudes and good relationships.

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Objectives of Training – Determined by the Personnel Manager Keeping in View the Overall Objectives of the Organisation

Training is a continuous process. Objectives of training programme are determined by the personnel manager keeping in view the over-all objectives of the organisation-

Detailed description of the main objectives of training are as under:

(1) To Prepare the Employees for Present and Future Organisational Requirements:

Training is required so that an employee may perform his present function efficiently and prospective function in an organised and well-planned manner. A trained employee can do his job more efficiently. Besides, the changes that the organisation plans to introduce in future are also kept in view during the course of training, so that employees may become well versed with new techniques / machines.

(2) To Prevent Manpower Obsolescence:

Manpower obsolescence can be prevented by training. If the employees are ignorant about new techniques, they will not be able to operate new machines. Consequently, employees of the organisation will become unsuitable and inefficient in future. Thus by training them on new machines and imparting knowledge about new techniques, manpower obsolescence will be checked.

(3) To Improve the Morale of Employees:

Morale is a mental and emotional state that influences interest in work and hence influences individual and organisational objectives. Under it, individual and group extend their willing co-operation with full competence ability in the attainment of organization’s objectives. It is therefore essential that to make full use of their ability they be trained to do their job in a proper way, so that they may offer voluntary co-operation in attaining the objectives of the organisation.

(4) Improvement in Quality of Work:

Knowledge of proper technique of doing the job enables an employee to specialize in it. Consequently, he would do the job in accordance with pre-determined standards.

(5) To Prepare the Employees for Higher Level Jobs/Tasks:

A major function of a personnel manager is training and development of employees. Rapid development has taken place in the field of technology in the wake of industrialization. Employees have to do work in accordance with these changes. To execute high level jobs it is essential that manpower should grow continuously.

(6) To Maintain the Supply of Employees:

To procure trained employees and look after them in a manner that they do the job of organisation in the best manner. In order to maintain the supply of capable, skilled and efficient employees at all levels of the organisation, it is very essential that they be given training.

(7) Less Supervision:

Trained employees are proficient in their job. They know the proper technique of the work and so not much supervision is required in their case. If all employees are trained, one supervisor is enough to over-see large number of workers.

(8) Improvement in Efficiency of Employees:

Correct method of doing a job is taught during training. Efficiency of a trained and skilled labourer is decidedly more than that of an untrained and unskilled labourer.

(9) Development of Knowledge and Skill:

During the course of training employees are groomed for a particular job, as a result of which they acquire special knowledge and skill.

(10) Modifying the Attitude of Employees:

Both the organisation and the employees stand to gain by training. On the part of employees, there is greater job-satisfaction, higher morale, more opportunities of promotion, increase in skill and efficiency. As a result, employee’s concept about organisation turns positive.

(11) Best Utilization of Resources:

Since a trained labourer knows the correct technique of doing a job, there is quantitative and qualitative improvement in the work. A trained worker makes use of raw material and machinery in an organised and economical manner. There is minimum possible wastage of material, less depreciation of machinery and reduction in cost of supervising the work of a trained worker.

Ordinarily an untrained worker is more prone to accidents than a trained one. Training thus reduces the rate of accidents. High labour turnover rate and high rate of absenteeism in an organisation are reflection of dissatisfaction among the employees. It is harmful for the organisation. Training brings down the dissatisfaction among the workers. As a result, both rates of accidents and absenteeism are reduced.

Training thus, has the following benefits:

(i) Reduction in wastage

(ii) Reduction in accidents

(iii) Reduction in absenteeism and labour turnover.

(12) To build up a Second Line of Competent Officers:

Training results in building up a second line of competent officers in the organisation. Ordinarily, whenever higher posts fall vacant in an organisation, the same are filled by promoting employees internally. However, it is possible only when capable and competent employees are available from among the second line.

It is only when competent and skilled employees are not available from within the organisation that external sources are tapped. Training makes possible development of internal sources and thus the organisation is relieved from the necessity of depending on external sources.

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Objectives of Training – 7 Different Objectives of Employee Training

The different objectives of employee training are:

Objective # 1. To Help the Employees in Developing their Competencies:

The main objective of training is to help the employees in developing their capacities and capabilities both new and old. Training upgrades the skills and knowledge of the employees so that the organisation could avail their better services.

Objective # 2. To Make Employees Aware about their Responsibilities:

The main aim of training is not only to provide the new knowledge and job skills to the employees but also to create self- consciousness among the employees and a greater awareness so that they can realise their responsibilities and contribute their best efforts to the organisation.

Objective # 3. To Improve Morale of the Employees:

The employee’s interest in work is influenced by his mental and emotional state which is called morale. The employees provide their best efforts when their morale is high. Training, by enhancing the capabilities and abilities of the employees, improves their morale and they give their best to the organisation.

Objective # 4. To Improve Work Quality:

Training aims to improve work quality by increasing the knowledge of employees and making them aware of the modern methods and techniques of performing the job in an economical manner.

Objective # 5. To Fill the Vacant Positions:

Sometimes it is not possible for the management to fill some important positions from outside the organisation. In such situations, training aims to improve the skills of the present employees so that they can better handle the work of the vacant positions.

Objective # 6. To Ensure Efficiency and Effectiveness in the Organisation:

The main objective of the training is to bring efficiency and effectiveness in the organisation so that it may achieve its objectives and remain competitive in the highly competitive environment.

Objective # 7. To Cope with Technological Changes:

Training aims to cope up with the technological changes in the economy. It imparts the knowledge of new technology to the employees and helps them in adopting it at their workplace.

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