Employee training is one of the core areas of organizations, which help to achieve organizational sustainability. A trained manpower is always the need of the hour. Human resources are essential part of the organization and they often termed as the persons who have creative abilities, signif icant knowledge about the work that they are supposed to do and should have adequate skills to handle an unforeseen event, which may affect the organizational productivity. Thus, there is a genuine need for manpower. With the increasing development in information technology and machine-based production activities, the role of employees is also becoming more and more complex. The changing natureof businessenvironmentalso makes thework moredemanding. Today mostof theorganizations
are working in a dynamic environment where competition among the players is significantly high. Organizations need to follow stipulated norms to do the business in any country. Environmental analysis often gives them the idea about market conditions and consumer buying behaviour. It is the demand of the consumers and market conditions which forces the organizations to provide value added products andservicesbest suitable in aspecificmarket conditions. Thishasraised the demand for skilled manpower which most of the organizations are looking for. If we look at the labour demand and supply then it can be seen that ample supply is there so is the demand for manpower. Therefore, employment is not a problem. The real problem lies with the employability. Manpower availability is not skilled enough which can be absorbed in the existing workforce. On the other hand, existing labour force also needs continuous up gradation due to the change in business dynamics as well as changing technology. This is the main reason, which describes the need of effective employee training in the organization. The researcher want to identify the inclusive training procedure adopted by companies, To get the opinion of employees who underwent inclusive training programme and to provide suggestions based on findings.
Providing training is an age-old process, which is being practiced by all the organizations. This will notonly help to improve theorganizational efficiency, itwill also help to improve the performanceof theemployees. Training comes witha cost, because of which properidentification of training need is very much essential in the organization. Companies are adopting various measures to identify the training needs and some of them are very common across the organizations. Traditional training methods are good for developing the skills and knowledge of the employees. However, when it is the case of inclusive training, the nature of the training should be different. In inclusive training, most of the time the primary objective is to address the issues of exclusion that the employees are facing because they are coming from various background. Issues like, gender, caste, clan, language, income, location, status such as citizen or migrants, refugee or internally displaced, person with disability etc. are important to address while dealing with the diverse workforce. Thus, to understand inclusion or inclusive training, there is a need to understand the local market, local sentiments and local barriers. In this study, three companies taken into consideration based on their level of inclusive policies that they are implementing in their respective organization. The study, suggests that among the three organizations, Godrej is in a better position comparatively. Other two public sector organizations are in the process of implementing the inclusive training procedure to create an inclusive and diversified work culture but the steps are not sufficient at this stage. The process, no doubt going to add value as it is already proven in various other organizations throughout the world. A change in mindset may work wonder for these companies. In the end, it is expected to see significant changes in the organizational policies to adopt the necessary changes to excel in growth.
