Page 1 of 16
Journal for Studies in Management and Planning
Available at http://edupediapublications.org/journals/index.php/JSMaP/
ISSN: 2395-0463
Volume 03 Issue 12
November 2017
Available online: http://edupediapublications.org/journals/index.php/JSMaP/ P a g e | 56
Analysis on Impact of Training Affect the Quality of Work
Life in Manufacturing Industries
R. Divyaranjani, Assistant Professor, AMET Business School, AMET University.
E.Mail:divyaranjani86@gmail.com: contact no:8939408814
&
Dr D. Rajasekar, Associate Professor, AMET Business School, AMET University.
E.Mail:rajamet3180@gmail.com
Abstract
Training is an important tool for the development of desirable motives and attitudes on the part
of both management and labour. Training serves as an important means for the development of
effective work habit and methods of work and thereby improves job performance, prepare
individuals for modified jobs, improves the quality of the product. Ineffective training
programme is a serious problem that affects quality of work life of both the employees and the
organization. An implication of Taylor's work on Scientific Management was that the workers
acted as they did due to the way they were managed [1]
. The meaning of work to the individual is
important in the overall context of human relations, because it is the only factor contributing to
one's satisfactory adjustment which transforms in the work place. Since, work is an activity, one
need to remember that every one approach the work with a different attitude and desires varied
expectations out of it.
Keywords: Ineffective training, modified jobs, human relations, work place.
Introduction
Industrialisation has played a very important
role in the process of economic development
of all countries of the world including India.
The problem of industrialisation and its role
in economic transformation has attracted the
attention of policy makers in India too.
Indian economy is on the threshold of
change today consequent upon the economic
reforms initiated since 1991. Reforms in
different spheres of economic activity have
led to changes on different fronts. The
Country’s industrial plans lay emphasis on
the development of important heavy
industries and of those in the small-scale
sector.
Small scale industries play a key role in the
industrialization of developing countries.
This is because they provide immediate
large-scale employment and have a
comparatively higher labour-capital ratio.
They offer a method of ensuring a more
equitable distribution of national income and
facilitate an effective mobilization of capital
and skill which might otherwise remain
unutilized. Small scale industries stimulate
Page 2 of 16
Journal for Studies in Management and Planning
Available at http://edupediapublications.org/journals/index.php/JSMaP/
ISSN: 2395-0463
Volume 03 Issue 12
November 2017
Available online: http://edupediapublications.org/journals/index.php/JSMaP/ P a g e | 57
the growth of industrial entrepreneurship
and promote a more diffused pattern of
ownership and location. Empirical studies
have shown that small scale enterprises are
an important vehicle for meeting the growth
and equity with social justice objectives of
developing economies. In the Indian context
they play a key role in the economic
development of the country. They also act as
a breeding ground for entrepreneurs.
INPUTS IN TRAINING:
Any training programme must
contain inputs, which enable the participants
to gain skills, learn theoretical concepts and
help to acquire vision to look into distant
future. In addition to these, there is a need to
impact ethical orientation, emphasis on
attitudinal changes and stress upon decision- making and problem-solving abilities.
a. SKILLS:
Training, as was started earlier, is
imparting skills to employees. A worker
needs skills to operate machines and use
other equipment with least damage and
scrap. This is basic skill without which the
operator will not be able to function. There
is also the need for motor skills. Motor skills
(or psychomotor skills, as they are
sometimes called) refer to performance of
specific physical activities. These skills
involve learning to move various parts of
one’s body in response to certain external
and internal stimuli. Common motor skills
include walking, riding a bicycle, tying a
shoelace, throwing a ball, and driving a car.
Employees, particularly supervisors
and executives, need interpersonal skills.
Interpersonal skills are needed to understand
oneself and others better, and act
accordingly, example of interpersonal skills
include listening, persuading and showing
an understanding of other feelings.
b. EDUCATION:
The purpose of education is to teach
theoretical concepts and develop a sense of
reasoning and judgment. That any training
programme must contain an element of
education is well understood by HR
specialists. Any such training programme
has university professors as resource persons
to enlighten participants about theoretical
knowledge of the topics proposed to be
discussed.
In fact, organizations depute or
encourage employees to do course on a part- time basis. Chief Executive Officers (CEOs)
are known to attend refresher course
conducted by business schools. Education is
more important for managers and executives
than for lower-cadre workers.
Page 3 of 16
Journal for Studies in Management and Planning
Available at http://edupediapublications.org/journals/index.php/JSMaP/
ISSN: 2395-0463
Volume 03 Issue 12
November 2017
Available online: http://edupediapublications.org/journals/index.php/JSMaP/ P a g e | 58
c. DEVELOPMENT:
Another component of a training
programme is development which is less
skill-oriented but stresses on knowledge
about environment, management principles
and techniques, human relations, specific
industry analysis and the like is useful for
better management of an organization.
d. ETHICS:
There is a need for imparting greater
ethical orientation to a training programme.
There is no denial of the fact that ethics are
largely ignored in business. Unethical
practices abound in marketing, finance and
production functions in an organization.
They are less seen and talked about the
personnel functions. This does not mean that
the HR manager is absolved of the
responsibility. If the production, finance or
marketing personnel indulge in unethical
practices the fault rests on the HR manager.
e. ATTITUDINAL CHANGES:
Attitudes represent feelings and
beliefs of the individuals towards others.
Attitudes affect motivation, satisfaction and
job commitment. Negative attitude need to
be converted in to positive attitudes.
Changing negative attitudes is difficult
because (i) employees refuse to change, (ii)
they have prior commitments and (iii)
information needed to change attitudes may
not be sufficient. Nevertheless, attitudes
must be changed so that employees feel
commitment to the organization, are
motivated for better performance, and derive
satisfaction from their jobs and the work
environment.
f. DECISION MAKING AND
PROBLEM SOLVING SKILLS:
Decision making and problem
solving skills focus on methods and
techniques for making organizational
decisions and solving work-related
problems. Learning related to decision- making and problem-solving skills seeks to
improve trainees’ abilities to define and
structure problems, collected and analyses
information, generate alternative solutions
and make an optimal decisions among
alternatives. Training of this type is typically
provided potential managers, supervisors
and professionals.
Quality of Work Life
The term quality of work life appeared in
research journals only in 1970s. It is not
only the monetary aspects that a modern
employee concerns him with but also
conditions of employment, interpersonal
