Acknowledgement |
1 INTRODUCTION |
1.1 Overview |
1.2 Aim Of The Study |
1.3 Objectives Of The Study |
1.4 The Hypothesis |
2. LITERATURE REVIEW |
2.1 Human Resource Development |
2.2 Definitions Of Human Resource Development |
2.3 The Importance Of HRD In The Organization |
2.4 Introduction To Training |
2.5 Definition Of Training |
2.6 Aims And Objectives Of Training |
2.7 Benefits of Effective Training |
2.7.1 How Training Benefits the Organization |
2.7.2 Benefits to the Individual Which in Turn
Ultimately Should Benefit the Organization |
2.7.3 Benefits in Personnel & Human Relations,
Intragroup & Intergroup Relations & Policy Implementation |
2.8 Training Model |
2.9 Training Process |
2.9.1 High Impact Training Model |
2.9.1.1 Identify Training Needs |
2.9.1.2 Map the Training Approach |
2.9.1.3 Produce Effective Learning Tool |
2.9.1.4 Apply Successful Training Techniques |
2.9.1.5 Calculate Measurable Results |
2.9.1.6 Track Ongoing Follow-Through |
2.10 Training Methods |
2.10.1 On the Job Training |
2.10.1.1 Some Methods |
2.10.2 Off the Job Training |
2.10.2.1 Some Methods |
3. METHODOLOGY |
3.1 Data Collection Methods |
3.1.1 Primary Data |
3.1.2 Secondary Data |
3.2 Rationale For Chosen Research Method |
3.3 Sample Choice |
3.4 Limitation Of The Research Method |
3.5 Reliability And Validity |
4. FINDINGS AND ANALYSIS |
4.1 Findings |
4.2 Analysis |
5. CONCLUSION AND LIMITATIONS |
5.1 Conclusion |
5.2 Limitations |
6. APPENDICES |
7. BIBLIOGRAPHY |