CONTENTS:- 1. Policies for Training and development; 2. Objectives and Principles of training; 3. Approaches to Training; 4. Need of Training and Development Department; 5. Assesment of Traning Needs; 6. Forecasting Methodologies for Training Needs Assesment; 7. Non-Training Solutions; 8. Managing the Training for Better Out Comes; 9. Training and development; 10. Training Strategy; 11. Training for Impact Approach; 12. Training for Activity Approach; 13. Systems Approach for to Training Executives; 14. Training Public Enterprise Managers; 15. Education and On Job Training; 16. Utilization of Training Skills; 17. Transfer of Training into action; 18. Management Training and development; 19. Evaluation of Training Needs; 20. Importance of Training; 21. Philosophies of Evaluating; 22. Training.
Managing professionals is the sine-quanon in a HRD based Organisation. By not quantifying and not orchestrating an organizational strategy to build and harness professional in It, many corporate sector organizations have been driven to extinction or have succumbed to take over predators. The next millennium decidedly belongs to savvy organization that are able to leverage the base in the corporate sector. We have to prepare ourselves for organizational HRD before we can hope to have the benefits of economic development. Economic development is a process that demands not only capital and natural resource, but requires in a greater measures a certain standard of professional skill, which is the result of a number of factors.