Training And Developement
Dr. S. Sekar
Author / Research Scholar
About the Author(s)
Dr.S.Sekar Dr.S.Sekar author of Training and development(wrong Organizational Behavior ).He works as an ASSISTANT PROFESSOR in GOVERNMENTARTS COLLEGE. He is well known for his unique quality of teaching. He had been held in various positions like principal, director, head of the department in various reputed organizations. With his support and guidance good numbers completed their research in effective manner. He has published more than 20 inte ational and more than 32 national jou als. He actively participates in various education and service clubs for the benefits of students. He has attended more than 20 conferences for growth and organizes good numbers of programmes at various intervals. He still actively engages himself in writing books in different streams that are about to be published for supporting and guiding students.
Synopsis & Scholarly Abstract
In recent years, the rapidly changing environment has put pressure on the human resource Management to justify its existence. As such the Human Resource function must demonstrate that it can add value and deliver results to the organization and its stakeholders. It means the human resource management practices should and retain excellent employees who, in tu , will enable a firm to provide high quality products and services. Today's most effective and successful organizations find ways to motivate, train, compensate, and challenge their employees. This is true for all organizations, whether they are manufacturing or service companies, large or small, domestic or inte ational, profit or nonprofit, gove ment or nongove ment However, the contribution of HR management to the firm's performance is being debated and number of scholars has stressed the need to view human resource management from strategic perspective. The emphasis has been on linking Human Resource Management (HRM) practices on strategy in order to increase the organizational competitiveness and effectiveness. At present there is a dearth of research linking human resource practices with firm's performance. The first chapter deals with training and development, the second chapter deals with training needs analysis, the third chapter deals with design of training and development, the fourth chapter deals with delivering the training programs ,the fifth chapter deals with evaluation of training programs and the sixth chapter deals with Training and Executive Development