?INDEXS.No assignments in India and also in

?INDEXS.No    Contents    Page No1    Brief Profile: AFC India Ltd.    32    Brief Profile: JSS Academy of Technical Education    43    Introduction    54    Objectives     65    Training and Development    76    Differences between Training and Development    87    Trainings Delivery Methods    88    Steps of Training and Development    9-119    References    1210    Annexure: Presentation    1.    BRIEF PROFILE: AFC INDIA LTD AFC INDIA LTD(Formerly known as Agriculture Finance Corporation)AFC India (AFC)AFC India (AFC) is a multi-disciplinary consultancy and technical support organization specializing in agriculture and rural development segments of the economy since 1968..

The company has been known for Monitoring and Evaluation Studies, Training and Development& large scale surveys. Of late, the company has diversified into large scale grassroots level project implementation for agriculture extension services, organic farming, skilling, health & nutrition, social impact assessment, climate change, forestry and agri-business.Promoted and owned by Banks and Development Finance Institutions, AFC is a Board Driven Deemed Government Company u/s 619-B of the Companies Act, 1956. Headquartered at Mumbai, the company is operating from 12 locations in India.

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In almost five decades of its operations, AFC has been involved in more than 5500 consulting assignments in India and also in other countries. AFC’s services has been utilised by various Ministries and Institutions of the Central and State Governments and Multi-lateral funding institutions like World Bank, Asian Development Bank, International Fund for Agricultural Development, UNDP and DFID.AFC India Limited was incorporated on April 10, 1968 as a Public Limited Company with an Authorised Capital of Rs. 100 crore and Paid-up Capital of Rs. 5 crore by the then private sector commercial banks to “finance agriculture by all possible means”.(Currently the Paid-up Capital is Rs. 15 crore).

Subsequent to the nationalisation of fourteen major Indian Scheduled Commercial Banks on July 19, 1969, AFC repositioned itself as a Technical Support Institution for facilitating accelerated growth of Indian agriculture. AFC has now blossomed into a diversified reputed consultancy organization.2.    BRIEF PROFILE: JSS ACADEMY OF TECHNICAL EDUCATIONJSS ACADEMY OF TECHNICAL EDUCATIONJSS Academy of Technical Education Noida (JSSATEN) is one of the leading Technical Institutions in the National Capital Region in the State of Uttar Pradesh. Established in the year 1998 by JSS Mahavidyapeetha, Noida, the Institution has set bench marks every year, and grown into an Institution of Excellence in Technical Education.

Located in the central part of NOIDA, JSSATEN has become a household name for its excellence in Discipline, Teaching, Training and Placement. Today, JSSATEN has total student strength of over 4000, who are mentored by more than 250 Faculty Members. The Campus has finest accommodation for girls and boys.

The Institution has MOUs with Colorado Heights University, Denver, USA for student exchange program. IBM Centre of Excellence, Nokia Mobile Innovation Labs, PLMCC and Schneider Electric Substation Automation Labs are additional facilities for the students to innovate new ideas. JSS Academy has Doctoral Programs in Computer Science & Engineering, Mechanical Engineering, Electronics & Communication Engineering and Physical Sciences under UP Technical UniversityThe Academy has been awarded top rankings by many agencies including Hindustan Times. The excellent placement opportunities are visible with more than 80 companies visiting the institution for Placement during the year 2014. JSSATEN is an Institution with a difference where emphasis has been laid on the principles of harmonious living, high morals and ethical values besides excelling in technical subjects. The Institute attracts students from far interior parts of U.P. and other neighbouring States.

JSSATEN also produces excellent group of students, who achieve highest rankings in GATE, CAT and other competitive examinations. On the average more than 100 students qualify in the GATE every year. 3.    INTRODUCTIONTraining and Development is amongst the most important and major functions of an organization which helps in improvement of the performance of the individuals and communities by identifying and addressing the Technical and Professional gaps through well defined and structured training Programs.

Training is about mentoring the individuals and community and upgrading the technical knowhow from present level to a superior level. Appropriate trainings can helps individuals and communities to learn and incorporate new techniques and performing the specified and allocated jobs more effectively. A regular and well structured Training Programs delivered periodically helps in enhancing the overall effectiveness and even inducing Professional as well as Behavioral Changes in the Target Individuals and communities. Training helps in enhancing the capacity and skill sets and motivating employee gets updated with the new phenomenon. Training can be offered as skill development for individuals and groups.DEFINITIONThe action of teaching a person or animal a particular skill or type of behavior.Source of Definition: https://en.

oxforddictionaries.com/definition/trainingNoted management author Peter Drucker said that the fastest growing industry would be training and development as a result of replacement of industrial workers with knowledge workers. In United States, for example, according to one estimate technology is de-skilling 75 % of the population. This is true for the developing nations and for those who are on the threshold of development.  In Japan for example, with increasing number of women joining traditionally male jobs, training is required not only to impart necessary job skills but also for preparing them for the physically demanding jobs.Training and Development is considered as the most vital part of Human Resource Development.4.

    OBJECTIVES•    To understand Training and Development and major differences between them in detail.•    To understand the procedure to be followed by an organization in planning the Training and describing its steps.5.

    TRAINING & DEVELOPMENT Training & Development is the one of the Key HR Functions, It is a method to upgrade the performance of the Individual or communityby inducing the process of learning and changing the attitude or increasing the sets of skills and knowledge.Training involves change in attitude, skills or knowledge of a person with the resultant improvement in the behaviour. For training to be effective it has to be a planned activity conducted after a thorough need analysis and target at certain competencies, most important it is to be conducted in a learning atmosphere.While designing the training program it has to be kept in mind that both the individual goals and organisational goals are kept in mind. Lots of time training is confused with development, both are different in certain respects yet components of the same system.

Development implies opportunities created to help employees grow. It is more of long term or futuristic in nature as opposed to training, which focus on the current job. It also is not limited to the job avenues in the current organisation but may focus on other development aspects also6.    DIFFERENCES BETWEEN TRAINING & DEVELOPMENTSome of the major differences between Training and Development are indicated below:Training    Development•    Training is skills focused.

    •    Development is creation of learning abilities.•    Training is presumed to have a formal education.    •    Development is not education dependent.•    Training is generally need based.    •    Development is voluntarily.•    Training is narrower concept focus on job related skills.    •    Development is a broader concept focuses upon personality development.

•    Training may not include development.    •    Development includes training whenever necessary.7.    TRAINING DELIVERY METHODSThe impact of Training is completely dependent upon the way it is delivered therefore the delivery methods plays an important role in answering the learning objectives of an effective Training program.

The several methods of training delivery include:1.    ILT (Instructor Led Training)2.    WBT (Web Based Training)3.    Blended Training Methods1.    ILT (Instructor Led Training): ILT or class room based Training is a traditional training method under which an instructor delivers training to class room on selected or specified training topic.2.

    WBT(Web Based Training): WBT or web based training is delivered through utilizing the web based delivery tools and in this type of delivery method trainings can be delivered across the geographical boundaries through the help of World Wide Web.3.    Blended Training Methods: Blended Learning is an educational program that combines online digital media as well as traditional class room models. These are active training programs in which Instructor and Students need to be present at same time may be on different locations for taking the trainings.

8.    STEPS OF TRAINING AND DEVELOPMENT STEP 1: Training Need Assessment: Conduct a training needs analysis by either one, or both, of the following:External approach (company, guests, society)Internal approach – using a staff opinion survey.STEP 2: Preparing Training Plan: Consider whether to design a long (5-10 years), medium (3-5 years) or short (1 year) term plan.

Ask your self “What are we going to achieve in the time period?”Use a holistic approach by using a calendar for inputting your training activities. STEP 3: Specifying Training Objective: Training Objectives must be specific & measurable. Why? Very difficult to measure effectiveness after course is finished.•    What should trainees be able to accomplish after participating in the training program?•    What is the desired level of such accomplishment, according to industry or organizational standards?•    Do you want to develop attitudes, skills, knowledge or some combination of these three?STEP 4: Designing Training Programs:Program durationProgram structureInstruction methodsTrainers qualificationNature of traineesSTEP 5: Selecting Instructional Method:  This is the most important step to determine the suitable method to be followed whether ILT, WBT or Blended Training Method.STEP 6: Completing the training Program:?    Target group – assess your audience?    Topic – task, skill or attitude ingredient?    Method – direct (one way communication) or indirect (discussion, games, experimental exercises…).

Important as evaluation of trainees usually lies on the perception on what they did in the training session?    Time – length, period, breaks important to consider?    Location – away from the office?STEP 7: Implementing the Training Program: Besides trainers qualifications and experience:?    Participant selection?    Group comfort – physical & psychological?    Trainer enthusiasm & skills?    Effective communication?    Feedback mechanism?    The need to learn new training skillsSTEP 8: Evaluating the training: Three Levels of Evaluation 1.    Immediate Feedback?    Survey or interview directly after training2.    Post-Training Test?    Trainee applying learned tasks in workplace?3.    Post-Training Appraisals?    Conducted by immediate supervisors of traineesSTEP 9: Planning future Training: Last step in the training process•    After taking all evaluated comments, trainers should modify the programs to keep good things and make suggested improvements•    Remember, even with the same topic for different trainees, trainers should address many parts of the training process again and consider new approaches.9.

    REFERENCES1.    https://en.oxforddictionaries.

com/definition/training2.    http://www.managementstudyguide.

com/training-and-development.htm3.    10.     ANNEXURES