Assessment of ‘Impact of Training and Development’: A Study of Manufacturing Firms in Uttarakhand

The ‘Art of working’ needs revision and sophistication in order to obtain more output or better output or both. Training is learning by practice, by being instructed, by following a discipline in regular fashion or undergoing an exercise to improve the quality of performance.

Training becomes essential for labour resource to adjust with the changes in production processes with every advancement. The changes may be in large variety and may be related to any necessity in production. For instance, the changes may be as follows:

(a) Relating to technology, apparatus, machinery, implements, etc.; (b) Changes in processes of production; (c) Relating to nature of product and new raw material use; (d) New stages through which the final product passes in new systems; (e) A change in organizational structure of working units; (f) Adjustment with major demand sector and market of product; (g) New labour laws and dispute settlement procedures; (h) Digital techniques, electro-devices, websites and internet linkages; (i) New frame-work of competition and global changes; (j) Refreshing needs of workers to keep up memory and skills.

Increased knowledge is essential for filling up the ‘skill gaps’ emerging from time to time with advancement in production styles and processes. Training is necessary to impart new knowledge, new perceptions and new approaches of handling output. Recruitment of new set of workers is essentially followed by training and development programme, ensuring easy transfer of skills to recruits to enable them to handle job-assignments. This study attempts to evaluate the impact of training programmes on the workers in special context of industrial workers.