1 Literature Review: In the present age of cut-throat competition, it ...

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P Nick Blanchard. James W Thacker (2007) Effective Training - Systems, Strategies and Practices. Shows how human resource management fits into the strategic planning process, it also shows the relationship between organizational development, practitioners and trainers. It provides an overreaching model of the training process and includes a small business perspective to training and development and its implementation. Integrated learning and design theory which help in the design of effective training. It highlights the important aspects of each training process. Learning is achieved if at the beginning of the training people know where they should focus their attention. Another area of focus was the overreaching model of the training process and its sub-processes. This model provides an understanding of the logical sequencing of training activities, from needs analysis to implementation and evaluation. The model demonstrates training as a system and how its processes are interconnected. Therefore the output of one phase becomes the input for the next phase in training. B. Janakiram (2007) Training & Development – Makes an effort to blend training and organizational strategic planning and to bring out comprehensive details to cater to the needs of practicing trainers and managers. An effort has been made to bring out more clarity to Training sub-system and it also envisages looking at training from an Indian perspective. The information presented is useful for management practitioners, administrators and executives as well. Professional tips like handling difficult training situations, trainers styles etc. has evoked interest in trainers as well. A.Landale (2006) Advanced Techniques for Training and Development An organization‟s very survival depends upon how it trains it people initially and then continues to train them, duly advancing the levels of training as time goes by. It is clear that employees need to be developed and the process of developing then never ends. Trainers are now playing an increasingly critical role in supporting individuals, teams and business management. In this respect today‟s trainers need to be more than excellent presenters; they are also require a range of consultancy and coaching skills to understand 8
the place of technology in supporting learning and to be able to align personal development values with business objectives. Raymond A. Noe (2005) Employee Training and Developement - Third Edition This book is based on research conducted in several disciplines while offering practical perspective. Training and Development reflects the traditional as well as the broadening role of training and development in organizations. It discusses the role of training and development in companies. ”Strategic Training” focuses how they can support business goals. Designing training programs. Learning Theories and Program address the learning process and characteristics of a learning environment and practical suggestions for designing training to ensure that training occurs. It also discusses how to evaluate training programs and cost effective training programs, evaluating return on investment and if performance is reached. E- learning and use of technology in training. These include – Web –based training instructions. Employee Development, cross cultural training and skill based pay included in this book. Expatriate Training & Support - Michael Beitler (2005) states that By necessity, much of the responsibility for success in international markets falls upon expatriate managers. Expatriate managers are managers working in countries other than their home countries. Successful implementation of a global business strategy requires expatriate managers with cross-cultural management skills. He suggested following the proposed four-phase training model for expatriate managers: 1. Self-awareness 2. General awareness of cultural differences 3. Specific knowledge acquisition 4. Specific skills training Expatriate training and support are critically important to the success of international organizations. According to S.K. Bhatia (2005) - Training and Development Concepts and Practices. Carefully planned and conducted training and development efforts help employees to achieve goals through higher levels of skills and competencies. While all development is self development, carefully thought and skillfully conducted training programs and development efforts can make a significant difference by enabling the members of an 9
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