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Training programmes respond to both present and future needs. The current perspective is more operational and the futuristic perspective is strategic.These roles have been taken up briefly as follows:

Training role – this role facilitates in developing competencies needed by various role occupants. The trainers must consider the curriculum, content, training aids, and learners
receptivity. Trainers must keep themselves updated ,and must have the relevant technical knowledge.

Research role- trainers must identify the necessary competencies for accomplishment of
product range and what will be needed in the organization in future. This role is great help to the organization.

Consulting role- many organization require the help of consultancy when they cannot find the solution of a problem. Organization also need consultancy to improve the
management process in certain aspects, and to get action and steps reviewed by external agencies. Trainers with vast experiential backgrounds and a reservoir of knowledge should preferably discharge the consulting role, in addition to their other roles .

Change management role- changes are a part and parcel of present day business scenario. In today’s competitive world, training becomes a true strategic partner. Leadership
emerges as the focal point and training appears inescapable to develop leadership at all levels. Training becomes essential to enhance the ability of strategic thinking, taking
responsibility. Feeling accountable, elevate creativity and empowering others.

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The various training methods can be broadly categorized into four groups as under:

1.      On the job oriented training methods

2.      Simulation methods

3.      Knowledge based method

4.      Experiential methods

On the job oriented training methods : methods include in this cluster are those whose main objective are centered around the job. The main method which fall into this category are –

1. On the job training(OTJ):  In this method, the new employee is placed on a job and taught the skill necessary to perform it.

2. Job instruction training(JIT): in this method, a trainer or supervisor gives instruction is an employee how to perform his job . There are four steps involved in this form of training-Preparation ,Presentation,Performance,follow up  .

3. Coaching: this is similar to the JIT. In this method, the superior teaches or guides the new employee about the knowledge and skills of a specifically defined job.

Simulation method: simulation is technique which duplicates, as nearly as possible, the actual condition encountered on a job. The methods falling under this category-

1. Role play- this is just like acting out a given role as in a stage play .

2. Case method – the case is an actual event or situation on organisational problems which is written description for discussion purpose.

3. Management games- the game is devised on the model of a business situation .

4. In basket exercise- The trainee is presented with a pack of papers and files in a tray containing administrative problems and are asked on take decisions on these within a specified time limit.

5. Vestibule training – this is a system in which employees learn their jobs on the equipment they will be using., but the training is conducted away from the actual work floor .

Knowledge based method:  in this method, an attempt is made to impart employees knowledge any subject area covering the aspects like its concepts and theories, basic principles of the subject. The common methods that fall into this category –

1. Lectures:- lectures is by far the most commonly used direct method of training. In this method, the trainer provides knowledge to the trainees usually from prepared notes .

2. Conference/seminars:- in this method, the trainer delivers lecture on particular project which followed by queries and discussions.

3. Programmed instructions:- this techniques is used to teach behavioral skill.

Experiential methods :the objective of these methods is to help an individual understand one self and others. This is done through attitudinal change. Some of the method used-

1. Sensitivity training:- The objective of sensitive training is to increase participants insight into their behavior and the behavior of others by encouraging an open expression of feelings in the trainers guided groups.

2. Transactional analysis:-It is a tool of improving human relation and interactions and promoting rationale and mature behavior .

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Knowledge

Technical skills

Social skills

Techniques

Attitudes

Experience

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It consist of the following three components:

1.      Organizational analysis

2.      Task analysis

3.      Man analysis these are    discussed in seriatim.

Organizational analysis . it involves a comprehensive analysis of organization in terms of its objectives, resources, resource allocation and utilization, culture, environment and so on . Generally, organizational analysis includes the following steps:

1. Analysis of objectives : organizational analysis begins with achieving a clear understanding of both short and long run goals and also the order of priorities  accorded to various objectives . General objectives are also needed to be translated into specific operational targets.

2. Resource Utilization Analysis: Once the organizational objectives are analysed, the next step involved in identifying training   need is to analyse the allocation of human and other physical resources and evaluate their level of utilization in meeting operational objectives.

3. Environmental scanning: Such an analysis is done to study the organisation as a sub-system operating in a distinct environment .

4. Organisational Climate Analysis: The organisational climate is a reflection of its member’s attitudes towards various aspects of work, supervision, company procedure and so on.

Task Analysis: this is also called job or operational analysis. This involves a detailed analysis of various components of job, its various operation, and condition under which it has to be performed. Task analysis will indicate the skills and training required to perform the job at the required standard.

Man Analysis: This is the third component in identifying employee training need. The focus of man analysis as on the individual employee, his skills, abilities, knowledge and attitude. Of the three  analysis , this is more complex one because of difficulties in assessing human (employee) are much less objective and suffer from many individual variation.

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Training is important for new or present employees. Training is, in short, an attempt to improve current or future performance. The following specific points are important to know about training:

training is the systematic process of altering the behavior of employees in a direction that will achieve organization goal. Training is related to present job skills and abilities. It has a current orientation and help employees master specific skills and abilities needed to be successful.

A formal training program is an effort by the employer to provide opportunities for the employee to acquire job related skills, attitudes, and knowledge.

Learning is the act by which the individual acquires skill, knowledge, and abilities that result in as relatively permanent change in his or her behavior.

Any behavior that has been learned is skill. Therefore, improvement of skills is what training will accomplish. Motor skills, cognitive skills, and interpersonal skill are targets of training programs.

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training is the process of teaching the new and/or present employees the basic skills they need to effectively perform their jobs. Alternatively speaking , training is the act of increasing the knowledge and skill of an employee for doing his/her job. Thus, training refers to the teaching and learning activities carried on for the primary purpose of helping members of an organization to acquire and also to apply the required knowledge, skill and attitudes to perform their jobs effectively.

According to Edwin B.Flippo , “training is the act of increasing the knowledge and skills of an employee for doing a particular job “

Michael Armstrong points “ training is the synthetic modification of behavior through learning which occurs as a result of education, instruction, development and planned experience”.